How to stay credible during organizational change
As a leader, you can’t control every change in your organization - but you can control how you communicate it to your team.
Whether it’s new tech, a change at the top, budget cuts, restructures or anything in between, don’t rely on anyone else to do the communicating for you.
You have a crucial role in making the details crystal clear for your team members, including the good, bad and ugly impacts.
You’re the chief interpreter, accurately translating corporate information into language that brings it to life for those who report to you.
Lead the dance
News of the change might seep in via whispers on the grapevine or there might be a formal announcement. Either way, don’t wait to communicate. Take the first steps. Perhaps you can’t confirm the rumours, but you can acknowledge they exist rather than pretending they don’t.
Play it straight
Talk to your team as openly as you can about the change, playing it with a straight bat. Be objective and don’t take sides; avoid fuelling “us and them” vibes. Your mission is to clarify and remove as much uncertainty as possible.
Share the journey
Communicate in a way that shows you’re part of the change too – it’s not being done “to” them. Create affinity, a sense that you’re in it together. Give continual updates and treat every question seriously.
Constant change can be scary and exhausting. It can also be the perfect time to build stronger, more trusting relationships with your team. You get to choose your approach.
