Success Depends on Strong Leadership: Here's How to Lead Through Change

Change is a fact of life for businesses. Industries are constantly evolving - with advances occurring faster than ever during our current era of digital transformation - and it's always possible that an unforeseen challenge will come along and put entire sectors at risk.

For managers, one of the most demanding - but also most fulfilling - parts of the job is being the person who stands up and sets the right example to others during times of change and uncertainty.

So how can you be a strong leader to your employees, even during periods of upheaval for the business?

Come up with a plan

When conditions are relatively stable and you have many chances to drive revenue and grow the business, you need a plan to take full advantage of these opportunities.

The same principle applies when you're going through periods of change or disruption. Coming up with a bespoke strategy that identifies your biggest challenges and shows employees how the company can get through this time will make everyone feel more informed and confident.

Another key benefit of creating a dedicated plan for periods of change is being able to set specific objectives for employees and teams that’ll support the firm's wider efforts to negotiate the current conditions. It's important to make these goals relevant and realistic, so people feel that they're contributing to the organization's wider mission without being put under too much pressure.

Communicate constantly

Regular communication between a company's leaders and its workforce should always be a priority, but it becomes particularly important when the business is going through change and people are looking for information and reassurance.

By taking every opportunity to engage with your workforce and deliver regular updates, your people will have the knowledge and information they need to do their jobs to a high standard. The simple act of speaking to staff and keeping them in the loop as much as possible contributes to stronger workplace relationships and makes everyone feel included in the company's current mission.

Another benefit of frequent communication is that it gives employees more confidence to come to you with any concerns they might have. This helps you gauge sentiment in the workforce, which is vital if you want to avoid further disruption resulting from staff turnover.

Get the right people on board

There are certain people in your workforce who’ll have a key role to play in helping the business navigate periods of change. For example, senior team members who’ve acted as mentors to others and earned the respect of their peers, will prove particularly important when less experienced staff are feeling unsure and need some guidance.

One of your first priorities should be to engage with these influential figures and get them on board with the company's plans to negotiate the current situation. If your response to change includes putting new processes in place and asking people to make some adjustments in how they work, these trusted employees can help to make the transition as easy as possible and support morale in their departments.

Acknowledge the challenges of the situation

When a business is going through a period of change or uncertainty and it's taking a toll on the workforce, people want their feelings to be acknowledged and validated by their managers. They certainly won't want to have their legitimate concerns ignored or to feel like they should just be keeping quiet and getting on with their jobs.

One of the most valuable things a business leader can do is to be open and honest about the current challenges. People will be encouraged to hear you speaking directly to them about the situation, as well as the actions and measures you're putting in place to handle it.

Bring people together

Any company, regardless of its size, industry or history, will be better placed to make it through a period of change if it has a united, motivated workforce all pulling in the same direction.

One of the top priorities for management should be to make employees feel like they're part of a team that's working towards a common goal. Co-workers should have confidence that they can rely on one another and ask each other for help when they need it.

There are various approaches that could help you achieve these positive results, such as regular team-building exercises and shared training activities that get people collaborating and learning together.

Ultimately, a sense of coherence and mutual trust in your respective teams will be a key factor in the company's overall efforts to manage change.