Embracing Disruption: Preparing Your Team for Change

🌟 Leadership Alert! 🌟

Are you ready to guide your team through the storm of change? Join us for our next Leadership N-Sight Segment as we dive deep into Embracing Disruption: Preparing Your Team for Change. 🚀 Discover powerful strategies to build trust, communicate effectively, and support your team, even when adaptability isn’t everyone’s strength.

This session is a must-watch for all leaders committed to steering their teams through uncertain times with confidence. 

In this session, we cover the importance of building trust and psychological safety, effective communication with clarity and consistency, and providing the necessary support and resources. Whether your team is currently facing changes or you’re looking to lay a strong foundation for the future, these insights will help you guide your team with confidence. Join us to learn how to foster a culture that not only survives but thrives in the face of change. Don't forget to like and subscribe for more leadership insights!

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00:00 Introduction to Embracing Disruption

01:24 The Importance of Preparing for Change

04:30 Building Trust and Psychological Safety

08:22 Effective Communication Strategies

10:05 Providing Support and Resources

13:09 Conclusion and Final Thoughts

Transcript

 Welcome,  everyone. Welcome to Leadership N-Sight, where today it is about embracing disruption, preparing your team for change, 

 as leaders, we have to help our teams to change. through change. I am  speaking about changes that may be happening either currently in the workforce where you are, or it's coming. Because if you're not going through a change process right now, trust and believe you will be soon.

And no better time To really start preparing your teams before change hits   📍 do not forget to like and subscribe from whatever  Platform you are watching us from  again Welcome come on in. We are going to really do a dive into embracing disruption and how to get your team ready for change today, which again is extremely important in today's fast paced world, any company has to deal with change, but it happens even faster depending on what industry you are in. And as a leaders, it's our job again to help our teams to deal with these problems in a strong and confident way. Now, today 

we're going to talk about why getting your teams ready for change is important.  How to deal with it well, even if not everybody is naturally flexible. We'll talk about how to speak clearly. Build trust and offer support so that your team can welcome change instead of being afraid of   📍 it.

, Our three points are building trust and psychological safety, effective communication, clarity and consistency, and our third point is going to be providing support and resources now before we get  into all of that 

now, typically, I go into stories. We're not going to go into stories. However, I would like to share  leaders need to understand how complicated change is before you yourself can help your teams get through it. When leaders understand the change process on a human level, you can better understand the problems your teams are having, and you're going to be able to help support them and inspire them.

When leaders show that they are Aware and that they are strong during the times of change, they're going to be able to set a strong example when you can stay calm and you can help calm people down, you're building trust, realizing also that changing habits and ways of thinking takes time. Thank you. You all.

If you've been through the change process yourself, you know it doesn't happen overnight and thus you don't have the expectations for others and also do not have the expectation that your team just understands flawlessly how to get through change themselves. Leaders need to show their team members and themselves kindness and understanding as they deal with the discomfort and learning curves that come with change leaders can create an environment where growth and change are possible, and it can last by promoting this culture that values patience and understanding. And I wanted to say that because I am not deep diving into how a person changes  and that particular mechanism.

This is really about helping your team through change. But I urge you and implore you, if you yourself aren't excellent with change and you don't understand the steps  that it takes to get through change, then please let that be one of your, your things that you get into. Hey, we're still in 2024. We still have a month or two to go.

So please let that be something that you work on and work into 2025. Now again, we're not going to talk about change in that particular process. However, we are going to give you several tips for preparing your teams.

Our first thing that we're gonna talk about is building trust and psychological safety the first thing you need to do is a build trust and a sense of safety within your team when things are changing trust is what keeps a team together. Earlier I said, please also have the understanding that some of this stuff just doesn't happen overnight.

And so if you happen to be a team that's not currently experiencing change, this is a great time to start building these blocks. So when change comes, you're going to be ready. And when it comes to building trust and psychological safety, if your team currently does not feel psychologically safe, I need you to have great patience because the things that I'm about to discuss, of the things that we're getting ready to talk about. If your team doesn't currently feel psychologically safe, I need you to just continue to work on them. When a team does not feel trust, it's going to take you that much longer and it's going to take you to be very resilient.

 Do not give up on your team. You just need to dig deeper. And you also need to give people kindness and grace and understanding. You will get there. It just will take you a minute or two longer than perhaps a team that already feels trust within and psychologically safety.

People on your team are more likely to accept change even if it makes them feel uncomfortable. If they Feel safe where they are.  You need to ask yourself that question, or you need to ask your team that question, how are they feeling? Because when it comes to change, people need to feel safe where they are,  don't assume that your team feels safe.

Don't assume that you are walking around here, I have the greatest team. Because some of you are assuming that. And  that is not the case. If you were to ask them and they felt, or felt a little safe, they may tell you, no, I can't tell you exactly what's on my mind because I'm going to get in trouble for it.

So please don't assume, ask the questions. Focus on making sure that everyone on your team feels like they can talk about their problems, ask questions, and even make mistakes without worrying about being judged. When the last person made a mistake, how did you respond?  How did you respond? 

Were you inviting or did you make them feel like they were,  I don't even want to put a word to it. So, fill in the blank yourself.  When they made a mistake, How did you respond? And do you need to rectify your response in the future? Those are questions that we don't always want to, we don't want to do that self examination.

But I need you, if you want to be that better leader, you need to do that examination because you need to make sure that all the team members on your team feel safe. Not the majority. I mean all. So if you have a team of 25 team members, it's not good enough that only 20 fill. Like they are safe. You also need to go after those other five this doesn't mean avoiding tough talks because As leaders, we have to have those tough talks or it doesn't mean that you just act like change is simple. It means being open and honest while also being helpful. Teams that believe their leaders are more likely to be open to change. This is because they know that their leader will have their back, their trust in the unknown will grow, and they'll be more willing to take risk needed to change and do well.

Our second point,  effective communication, clarity, and consistency. If you want to help your team through change, good communication is key.

It's not just the word you send through. It's also how clear and consistent that message is over time. Make sure you tell people why the change is happening. Don't keep all of that information to yourself. People are more likely to accept change if they know why it's happening and What it might mean for them explain What's going to change. Why is it going to change. And how it will affect the team and the company as a whole. Just as important,  just as important as being consistent in how you talk to people.

You cannot just talk to people any kind of way you all. I know.  You feel comfortable with them. I know. They feel like family  sometimes, and sometimes they are just like family. However, always still bring that professionalism, even if it's  informal ish, it still should be informal ish with professionalism, consistency in how you speak.

speak to people matters. Team members can stay aware and less worried when they also get regular updates and check ins. People can emotionally get ready and adapt better when they know what to expect, even when things aren't clear. Make sure you maintain that communication.  📍 



Our third point, providing support and resources. Finally, it's essential to provide the necessary support and resources to help your team through this change. This could mean  offering additional training, one on one coaching, or simply being available to answer your questions or their questions and provide guidance.

Being there, that consistent communication, that consistent, even if informal ish, professional communication. And again, I stress that because it's so important  that we still maintain that. Remember, not everyone has adaptability as their top strength. All of our people have different strengths. You have different strengths.

 Even if adaptability isn't one of your top tier strengths or your team's top tier strengths, it doesn't mean that you can't communicate in a way, you can't create an environment in a way because you can create that environment where they feel safe to come outside of their comfort zone and to speak up.

They'll feel safe with you knowing you have their best interest at heart in mind. And because of that, they're more willing to adapt to whatever change that is coming.  before them. So no, even if adaptability isn't a part of their top strengths, that's okay. Your role as a leader is to identify those who might struggle more with change and provide them with the extra support they need.

You know who they are. And you don't have to single them out. You don't have to make them feel that there is something wrong with them. But you can definitely still work with them. And again, if you currently aren't going through change, what a great way to start laying the foundation right now to get them prepared.

You know your people. I know my people. You know your people. Get them prepared. This could include pairing them with more adaptable team members, giving them additional time to adjust or offering tools and resources that can help them to build their adaptability muscles. Listen. If a person isn't just quick to adapt, you have to give them space and you have to give them hope so that they can build their adaptability muscle, okay?

If you have worked out, you don't, or most people just don't start working out and they're just like, Oh, yes! That that, soreness, bring it on!  Most people aren't like soreness bring it on and so It's the same type of thing even when it comes to adaptability Everyone's muscles are different give them time to exercise that adaptability muscle By providing the right support, you're not just helping individuals, you're strengthening the entire team's ability to navigate change successfully.

Now let's go ahead and wrap this up. Embracing disruption and preparing your team for change is a critical aspect of leadership, especially in today's world. We've discussed the importance of building trust and psychological safety. You all don't forget, ask the questions. Do not assume that your team just thinks you're the bomb.

com and you're just the best supervisor and they feel safe. If you don't ask, you won't know. Take a step and a leap of faith. Do not go into this blindly. Ask your team, how safe do you feel? Do you feel like you can share? Do you feel like you can mess up without us jumping down your throat? Do they feel that way?

I don't know. Did you ask? Let's find out. Communicating with clarity and consistency. And our third point was providing the necessary support and resources. Remember, change is inevitable, but the right approach, you can  lead your team through disruption, avoid the leadership challenge that we have from time to time, and emerge stronger on the other side.

Your role as a leader is to guide your team with confidence, ensuring that they not only survive, but they thrive in the face of change. I always like to end with the quote,  the measure of intelligence is the ability to change. I love that quote.   📍  📍 Please, please don't forget to like and subscribe.  Thank you for joining this session and I encourage you to take these insights back to your teams, put them into practice as you navigate the ever changing landscape

escape of your careers. Join me next week for more incredible insights.  📍 You deserve nothing but the best. It's my goal to ensure that you move to your next level. Let's take your career to new heights together.