How to Lead and Manage Change

How to Lead and Manage Change

    Whether we like it or not, Change is constant.  Organizations most likely to succeed in this increasingly VUCA world will need to be agile, able to overcome resistance to the high levels of uncertainty and change, ready to seize new opportunities, adopt new and improved ideas, as well as creating and embedding different values, attitudes, norms, and behaviors.  

    The impact of the global pandemic continues to cause more uncertainty, added to the war in Ukraine, and cost of living crisis.  Therefore, when introducing any new change initiatives, leaders and managers need to increase their levels of communication to allay fears and anxiety by addressing any associated shock, resistance, confusion, and stress amongst their team members.  Their aim will be to move people along the change curve towards the more desired reactions of problem solving, acceptance, openness and learning in order to avoid disengagement and a fall in productivity, at the same time as being empathic towards any personal challenges.

    During times of uncertainty and change, those leaders and organizations who succeed tend to be able to embrace change as an opportunity to create a new vision and strategy, improve processes, seek new markets, identify areas for greater profitability, viewing change as an opportunity to adapt, learn, and evolve.  

    It is more important than ever for leaders and managers to ‘walk the talk’ and be visible even if that is virtually with online Town Halls and All Hands meetings.  During a change process, employees need and want more regular authentic communication and reassurance from strong leaders.

    During Natural Talent’s development module on Leading and Managing Change we support managers in order to achieve the following:

    • identify where they, their team, and the organization sit on the Change Curve
    • understand how to lead, as opposed to manage Change
    • align their individual and team priorities with the company vision, strategy, and key organizational goals
    • hone their Communication skills, including Active Listening and Open Questioning
    • link daily activities with the overall Change initiative in order to stay ahead
    • develop their Resilience skills in order to better cope with ambiguity
    • work on changing their own attitude and behaviors to cope better with a new organizational structure 
    • develop their emotional intelligence to be aware of their teams’ needs
    • identify how to become an early adopter and ally for Change
    • work on developing their communication process

    Clients who have experienced our Change Management Programs have experienced excellent ROI with many tangible results including individual team members being promoted, a significant reduction in employee absence, an increase in employee engagement, as well as greater productivity and an overall improvement in morale.

    ‘The programs were very well received, creative and well aligned with our business objectives. It was one of a series of HR interventions at the time that helped drive our People engagement results significantly higher. Jill Maidment of Natural Talent is high energy, collaborative, can operate at executive or employee level and ensures that she understands that the culture and strategy of the organization in building her solutions.’  Head of HR, Tech

     You can find my Expert Audio Talk on this topic here: and watch one of our videos here:

    Please contact us to discuss your requirements or to book a Coaching or Training module