Companies operate in ever-evolving environments, and their employees must continuously adapt to meet changing customer needs. As a leader, you carry additional responsibilities beyond “just going with the flow”. You are the one either defining where you should end up with a given change, or at least shepherding folks to maximize momentum while minimizing disruption to the business.
It’s rare that large but necessary changes are good for everyone, so it’s a manager’s duty to meet the individuals on their team where they are in their relationship with a given change. For example, a tenured team member who’s seen similar changes fail before may be skeptical, while a newer hire might be more adaptable but lack context. Your approach should consider these perspectives.
Change efforts succeed when leaders repeatedly clarify the purpose in different settings and remain aware of how people feel about it. Tracking who is positive, neutral, or resistant helps shape the right approach for guiding teams through uncertainty.