The 7 Hats a Leader Wears in Times of Change
Leaders fulfill many different functions inside their organizations, and that’s especially true when change is in play. Data from PwC’s Global Workforce Hopes and Fears Survey revealed that employees have experienced significant transformations in the workplace in the past 12 months alone:
- 35% report that the nature of their role has shifted
- 40% stated that their daily responsibilities have been altered
- 53% feel there is too much change taking place
- 44% don’t understand why things need to be adjusted
While the pace of these transitions can sometimes feel overwhelming, more than three-fourths of employees are ready to adapt to new ways of working, and 72% are eager for the learning opportunities they will have because of that evolution. A high level of worker optimism is encouraging, especially given that businesses are not ready to sit still just yet.
To help staff navigate new workplace realities, it’s important for leaders to understand the different hats they may need to wear on any given day to support their people.
7 Essential Roles to Promote Adaptation
#1 – The Visionary
If employees do not clearly understand why change is happening, what value it will bring and what the organization’s aspirations are, it will be challenging to get their buy-in and bring them along in the process. Create a specific vision of the future state and explain the purpose behind the shifts as they arise. That way, staff members have a strong sense of direction and are better equipped to adjust.
#2 – The Communicator
It’s essential to provide transparent, consistent and timely communication so personnel stay committed to the transition process and have avenues to express any concerns or questions. In addition to regularly sharing the vision, be sure to deliver updates about what’s ahead and celebrate milestones. When feedback is received, reconnect with the workforce to share the input and outcomes so everyone is informed.
Pro Tip: Tailor your communications to honor all seven Emergenetics Attributes. That way, you can ensure your messages speak to each employee’s needs and interests.
#3 – The Coach
Change is challenging! Even when people are excited about it, habits can be difficult to break. Make time to connect with staff and help coach them toward the desired outcomes by providing reinforcement, mentorship and feedback. Serving as a sounding board and empowering personnel to problem-solve through any obstacles will cultivate an environment where individuals can adapt.
#4 – The Empathizer
In addition to coaching, remember to bring a compassionate lens to conversations. Times of disruption can be emotionally taxing on employees. By recognizing and acknowledging this impact, leaders can create a safe space for workers to express themselves and get the support they need. Offering empathy will boost personnel’s trust and resiliency in the flow of rapid advancements.
#5 – The Advocate
Being an advocate works in two directions. First, leaders are champions for their teams, ensuring their colleagues have the resources to navigate transitions. Remove the barriers that may impede staff from embracing adaptation and provide encouragement to personnel. Second, it’s vital to promote the transformation itself. Keep staff engaged in the change process by maintaining morale, emphasizing the benefits of the future state and acknowledging progress.
#6 – The Tactician
Evolution is often accompanied by surprises and unforeseen challenges, which can make it difficult for individuals to enact the desired shifts. Be proactive in identifying and addressing issues while partnering with teams to determine creative solutions. Sketching out detailed plans and offering clarity around next steps will minimize confusion and maintain forward momentum.
#7 – The Role Model
Modeling the way is one of the most important tactics leaders can apply to inspire a behavioral shift in their people. Embody the transformation by demonstrating the desired actions, attitudes and characteristics. At the same time, be upfront when challenges or old habits arise. Adopting new practices takes time, and showing the team how to course-correct will set a powerful example so staff are equipped to get back on track if they make a misstep.
Leading employees through workplace evolutions and disruptions require soft skills, ranging from emotional intelligence and communication to resilience and influence. When individuals take the time to build these talents, they will do more than simply help their people navigate a specific change. They will also create the foundation for a more positive, high-performing culture.
For more insights into developing future-ready leaders, explore our guide, 10 Essential Skills for Effective Leaders, and learn about our offerings for staff at all levels.
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