In our latest article, we discuss the fourth pillar of Leadership Agility: change. Change agility enables managers to lead their teams through change so they can quickly seize an opportunity or overcome a challenge. What does this look like?
Communicating
When unprecedented events arise, business leaders must step up to the plate and inform their teams of resulting changes. When communicating potentially shocking or stressful news, leaders must be prepared to approach conversations with empathy and understanding. They must communicate with confidence but remain sensitive to what their employees are experiencing in the midst of a sudden crisis.
Supporting
With change comes an adjustment period. When there is pressure to act, employees may experience stress, burnout, depression, anxiety, etc. Leaders must be prepared to offer support as needed. Leaders must routinely check in with their employees and ask the following questions:
- “What do you need to perform your job more effectively and efficiently?”
- “How are you handling your workload?”
- “What can I do to better support you during this time?”
Leading
Change requires teams to adapt and search for new, unique solutions. During this experimentation and integration phase, leaders must ensure their teams are productive and working together toward a common goal. As their teams experiment with new approaches, leaders are focused on aligning expectations. Does everyone understand their responsibilities and how they are expected to contribute? Leaders should also offer encouragement and positive feedback when new ideas are presented. The way leaders respond during the experimentation and integration phase will make all the difference in fulfilling the organization’s vision.
In our next article, Romar Learning Solutions will break down the six key things you’ll learn with leadership agility training. Stay tuned as we conclude our six-week series on April 20!
