Leading Change: 10 Essential Actions

In the modern business environment, change isn’t an initiative. It’s a constant. That makes leading change a critical – perhaps the most critical – skill for leaders. Whether you’re in the C-Suite or on the front lines, the leadership skills that help your team successfully navigate change and achieve the business goals that come with it must be continuously cultivated.

Leading change is a focus area for many of my coaching clients – and something that I experienced firsthand throughout my career as a business executive. While every situation is unique, I’ve identified a universal “top 10 list” of essential actions that enable leaders to create successful change within their organizations.

Action 1: Understand the change. Look at it from all sides – the nature of it, the purpose behind it, and the expected outcomes. What’s driving the change? How does it align with your organization’s goals? What are the potential implications for your team – individually and as a whole? In other words, make sure you understand the “why” behind the “what” before you start engaging your team. Taking the time to increase your understanding helps you communicate the change and, most importantly, lead your team through it.

Action 2: Communicate openly — and often. Clear communication is crucial during times of change. Be as transparent as possible about the reasons for the change and its potential impact on the organization, the team, and each individual. Share information as soon as you can and discuss it in both group and one-to-one settings. Address concerns or questions and keep the lines of communication open throughout the process.

Action 3: Provide support. Change is unsettling, and everyone processes it differently. Build in time to offer empathy and provide support — both practical and emotional — to help team members adapt. Resources, such as workshops, training, or coaching sessions, can empower team members with the knowledge and skills they’ll need to navigate the changes and overcome any obstacles.

Action 4: Involve your team. One of the best ways to lead a group through change is to make team members an integral part of defining and implementing change. Seek input, ideas, and feedback as much as possible, and engage the team in decision-making when it’s appropriate. Even when you can’t incorporate their ideas, team members will feel heard and gain a better understanding of the process.

Action 5: Lead by example. "Be the change you want to see" is not just a quote; it's a mantra for successful leaders. Your team will look to you for guidance, so leading by example is essential to inspire and motivate them. As a leader, it's your responsibility to embrace the change wholeheartedly. Demonstrate enthusiasm and commitment. Your team will pick up on your attitude and be more likely to follow suit. Model resilience, adaptability, and a willingness to learn. Your team will draw strength from your ability to persevere and adapt.

Action 6: Monitor your progress every step of the way. Identifying and tracking key metrics are vital for keeping your change initiative on track – but don’t forget to also ask your team for feedback. I’ve found real-time check-ins with team members spark the most light-bulb moments about your progress.

Action 7: React to both formal and informal progress reports. You’ll be able to acknowledge accomplishments as they happen and set aside time to celebrate significant milestones. As a leader, recognition is one of your most powerful tools. Use it to boost morale, reinforce positive behaviors, and keep everyone motivated.

Action 8: Anticipate and address resistance. It’s not always going to be smooth sailing. Expect resistance – and don’t ignore it. Listen to concerns and address them empathetically. Then, take the opportunity to re-communicate the rationale and benefits related to the change effort. See your role as offering support and encouragement to help team members overcome their doubts and adapt to the new reality.

Action 9: Foster a learning culture. When you cultivate a culture that celebrates learning and professional development, you create a team environment that views change as an opportunity. Encourage your team members to open up by sharing your experiences, lessons learned, and best practices. Make time for the team to talk, swap stories, and share tips. You’ll see the payoff in a supportive, resilient team that’s open to change as a chance to expand their skills and knowledge.

Action 10: Evaluate and learn – constantly. It's important to take a step back and evaluate change as it’s happening and down the road once you have more perspective. Talk to your team about their experiences. Ask stakeholders how things are going. Identify opportunities to do better — in real-time and when launching the next change initiative. Every piece of feedback offers an insight to help you build and refine your leadership skills.

Here's the bottom line. If you’re a leader, you're leading change. Using these 10 essential actions as a compass, I've seen teams effectively navigate change – and thrive. If you're looking to sharpen your leadership skills and create a culture that's open to change, Coaching Works NYC is here to help. Contact me to learn more. Contact me to learn more.