Change remains a constant reality in today’s business environment, particularly within science and technology sectors where rapid innovation and evolving regulatory landscapes create ongoing transformation pressures. As a leader, you may find yourself tasked with guiding a team through significant organisational shifts that can fundamentally alter workplace dynamics and performance outcomes.
Periods of change can prove unsettling for any team, potentially damaging morale, impacting productivity, and affecting overall results. Research indicates that only one-third of major change initiatives fully meet the goals set by organisations¹, highlighting the critical importance of effective leadership during these challenging periods.
The loss of key team members can disrupt established dynamics and create knowledge gaps, whilst gaining new members brings fresh perspectives but requires time for integration and the formation of new working relationships. Understanding how to navigate these complexities effectively separates exceptional leaders from those who merely manage the status quo.
Understanding Different Types of Organisational Change
Managing Planned Change
Planned changes generally present more manageable scenarios when approached with proper preparation and communication strategies. However, many managers inadvertently compound difficulties by maintaining secrecy until the last possible moment, mistakenly believing this approach minimises disruption.
This strategy typically increases suspicion and uncertainty whilst eroding team trust. Essential information about business or structural changes should be shared with all colleagues as early as feasibly possible, ensuring employees feel valued and informed rather than discovering changes through informal networks.
Whether changes involve restructuring, significant alterations to work location or nature, or the introduction of new workstreams and projects, early and clear communication remains paramount. Following announcement of changes, increase support offerings to team members who may require additional assistance in adapting to new circumstances.
Managing Unplanned Change
Unplanned changes can prove incredibly disruptive, even for previously high-performing teams. Leading through real-time transformation requires specific leadership qualities and approaches focused on maintaining stability whilst navigating uncertainty.
Key strategies for managing unplanned change include:
Continual Situation Assessment
Whilst addressing uncomfortable issues head-on may feel challenging, ongoing change situations require regular review to keep teams informed. Whether restructuring is occurring or other significant shifts are underway, maintain active engagement with processes and provide regular updates to affected team members.
Transparent Communication
Team members value honesty during difficult situations. Avoid information avoidance and provide clear, honest updates even when the news may be unwelcome. 29% of surveyed employees in the UK report their companies failed to clearly communicate change issues², demonstrating the critical importance of transparent dialogue in preventing speculation about potential changes.
Opportunity Identification
Exceptional leaders employ their managerial instincts during crisis periods, distinguishing themselves through forward-thinking approaches. Whilst teams may face budget constraints or unwanted changes, these situations can present opportunities to explore new products, markets, or projects that benefit current team structures.
Leading Teams That Have Experienced Previous Change
Perhaps the most challenging leadership scenario involves assuming responsibility for teams that have undergone significant transformation before your arrival. These teams typically share common characteristics, particularly uncertainty that can easily develop into trust deficits with both management and colleagues.
Adding yourself as a new leadership team member can compound existing suspicion and resistance. Rather than focusing on gaining universal approval, concentrate on demonstrating your commitment to business interests, establishing shared common ground for building relationships.
The same leadership approaches mentioned for planned change apply here: consistent situation assessment, honest communication, and forward-focused planning involving current team members wherever possible. However, additional considerations become crucial in these circumstances.
Building Trust Through Consistency
Consistency proves essential when gaining trust from team members following unsettled periods. Establish clear expectations, schedule regular weekly meetings, and follow through on all commitments. Provide regular feedback and honour your promises without exception.
Creating inconsistent relationships with new teams undermines the foundation for forming crucial early bonds, regardless of workload pressures.
Empowering Team Members
Previous significant changes may have stripped team members of ownership feelings regarding their roles. Restore empowerment by delegating new projects to relevant team members, then stepping back to allow them opportunities to demonstrate skills and thrive in their positions.
Research shows that when employees primarily own implementation planning, change success increases by 24%³, highlighting the importance of providing autonomy during transition periods.
Providing Supportive Leadership
Adaptability represents a key leadership skill in all contexts but becomes especially essential when building new team trust. Your team will evaluate your ability to create the stability they seek, both consciously and subconsciously.
New teams may require additional support manifesting in various forms. Continually offering assistance and adapting to team needs may test your leadership capabilities, but delivering gold-standard support creates solid foundations for teams that can depend on you whilst you depend on them.
The Human Cost of Change
Current workplace statistics reveal concerning trends regarding change management effectiveness. 65% of UK managers and business leaders feel they lack the resources needed to manage change effectively⁴, whilst research indicates that employee resistance accounts for significant portions of change initiative failures.
Understanding that change implementation inherently suggests dissatisfaction with existing circumstances helps explain why team members may perceive modifications negatively, regardless of intended outcomes. Employing kindness and consideration in your leadership approach benefits both teams and organisations during difficult change periods.
Frequently Asked Questions About Managing Teams Through Change
Your Next Steps in Change Leadership
Remember that whilst not all change originates from negative circumstances, the nature of change inherently suggests dissatisfaction with current states. Understanding this perspective helps explain why team members may initially perceive modifications negatively, regardless of intended positive outcomes.
Effective change leadership requires patience, consistency, and genuine commitment to team welfare. By implementing the strategies outlined above and maintaining focus on building trust through transparent communication and supportive actions, you can successfully guide your team through even the most challenging transformation periods.
The investment in developing strong change management capabilities pays dividends not only during current challenges but also in building resilient teams prepared for future organisational evolution. Your leadership during these critical periods shapes not only immediate outcomes but also long-term team culture and performance capabilities.