Building processes to support leadership through change

My posts for the month of July are focusing on leading through change and the various qualities leaders need to be successful including emotional intelligence and self awareness along with resiliency. In this post, I am addressing some processes to help in leading through change.

Specifically:  forming a strategic and clear vision, frequent and consistent communication, and involving teams in developing creative approaches and building the shared vision. These processes will be addressed here.

As a leader, you need to keep in mind the big picture, consider where is the organization heading, and what is the best path to get there. You need to identify the potential barriers and obstacles that will impact the operations of the organization and be aware of what others in your field are doing.  This will help you develop a clear vision for moving forward.  It is important to remain optimistic throughout this process.  Use your resiliency skills to keep a positive outlook to overcome the challenges identified.  Keep in mind the notion of elasticity and flexibility addressed in my last post regarding building resiliency.

Use your emotional intelligence skills to remain open and curious about various scenarios and look for opportunities that others may miss. This can give you the competitive advantage. What are the tangential industries doing? Where are the larger societal trends headed? What does this mean for your organization in the near future and further out?

The next step is communicating this strategic and clear vision to you team and discerning how each member’s role will contribute to making the vision a reality. Every communication needs to be on point and brief. When people are stressed they have a limited capacity to integrate new information. Communicating often with the same message in different ways is important. This will also help address that people take in information best through different methods.  

The best leaders are those who support and encourage their team members to contribute ideas and solutions to the barriers and obstacles to the operations of the organization. The more minds involved in developing the solutions, the better the solutions will be. Your team members all have a slightly different perspective of the organization than you do. Involving them in the planning and development of novel approaches will increase their commitment to the solution and the end result. Having an engaged and involved team will build the trust and commitment of staff to the organization. If they feel they have had a role in shaping the future direction, they will be committed and invested in the outcome. Employee engagement is one of the pillars of the National Psychological Health and Safety Standards.

To learn more about the Nationals Standard or about how to support yourself and your team through change, email us at [email protected]  to set up a conversation, or visit our website at

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