People react to change differently. Some will approach it full steam ahead while others will be cautious and even fearful. Why is change so frightening? With change comes the unknown and an expectation to adapt to a new environment. It can be scary, particularly when the reason for the change is unclear. And some, though they may not care to admit it, resist change because they feel they’re not competent enough to make the transition.
Whatever the reason for the reluctance, change is inevitable in all organizations especially for those that want to move forward and grow. For the leader who wants to take on the challenge of change, it starts with moving beyond your comfort zone and recognizing the new possibilities that can also come with change. Here’s how:
Get Unstuck and Embrace Ambiguity
There will always be a certain level of obscurity when change is involved. The key is to let go of what is holding us back in doubt. Because while fear of the unknown can cause you to fight or flee, it can also be debilitating.
Don’t let fear paralyze you from taking that bold first step into something that could be potentially rewarding and exciting for you and your organization. Don’t obsess over the generalizations, labels, or other’s opinions. Trust your own experiences and skills.
Open Up Your Mind to Multiple Perspectives
Adapting to change all starts with mental preparation. Stay alert for opportunities and listen to multiple perspectives that may offer insight that can help you manage your new situations.
Being in a state of doubt can make you hesitant to make major decisions. However, your choices don’t have to be impulsive, particularly if you practice humility and seek our viewpoints that may broaden your mind and help you see the bigger picture. Ask a mentor or a consultant. A true leader knows when to ask for help.
Redefine and Re-Engage
Change the narrative. Because change can occur in the wake of crisis, many people may not have the emotional strength to embrace it. As a leader, you need to redefine what this change means to your organization and re-engage people to accept your new environment and possibly, new roles.
Get your team to see the change in a different light and help them recognize the parts they still play in its success. As an innovative leader who promotes change, you have to champion the transition and get others to see it through your eyes.
Build a Culture Fit for Change
When people are given platforms to express their creativity, they become more innovative, open, and trusting. And when an organization trusts one another, transparency and collaboration are enjoyed across all levels and departments. All these elements create a culture that is not fearful of change.
When employees trust that their leadership is only experimental with their processes but not their people, they trust that their futures are taken into consideration with every major decision that is made. As a leader who seeks to improve their adaptability, remember that real change and innovation cannot be realized without organizational support.
As a leader, do you want to learn more about passionate leadership that is prepared in the face of change? Do you want to know more about what it takes to be a resilient and competent leader that your people will follow despite the uncertainties that often come with organizational transitions?
Let’s connect. We’d love to chat about your leadership development goals: https://meetme.so/GregNichvalodoff or firstname.lastname@example.org