How do you foster a change mindset in your team?

Communicating the "Why" is critical and gives the team time to digest and adapt to change, risks, or possible outcomes that could impact their scope of work. Set up a team huddle to answer ongoing questions. Remember to make a safe place for team members to share their concerns.

My favourite quote "Even the word QUESTION starts with a QUEST". I often tell my teams until you ask the question, you'll never be able to get to the solution. It is important to understand the question first, the WHY? Understanding the reason why we are doing, fosters preparation towards the CHANGE that is planned to come.

In leading change, I've learned the power of 'why'. Sharing the purpose behind changes with my team has been key. It's not just about stating facts but connecting them with our goals. When I started in finance, I realized that understanding 'why' drives motivation and commitment.

Although transparency is essential for driving change, empowering those affected to participate in finding solutions is crucial for fostering ownership and accountability. By giving them a platform to voice concerns, they feel acknowledged, supported, and motivated to think beyond their usual perspectives. This often leads to effective concepts leveraging their work experience. When obstacles arise, they are more likely to address issues during the release process without leadership intervention. The sense of accomplishment from achieving success drives continuous improvement and attracts more individuals, fostering greater ideation and opportunities for change and innovation.

Explaining the "Why" behind any large transformational effort is important, extremely beneficial, and a must! However, creating a "Vision" of a better future, one that teams can align themselves with and one that includes them, coupled with the "Why", is the truly the most impactful way to drive a change mindset on any team.

Always be open to inform your team about why the changes happening and what are the consequences because of which the change is happening and what will have happen after the change has taken place. Be open and let the curiosity of your team member shine. Let them ask as many questions as possible and help them in the most positive and honest Change can bring reluctance, but change is inevitable and that is something which we have to make the team understand..

Starting with the why is critical but you need to be transparent and honest enough to convey the BIG picture. What's really at play here? What is the impact? How will we respond and come out better out of it?

Communicating ‘the Why’ is the foundation for fostering a change mindset; however, a leader must also appreciate the strengths and challenges of the team leading up to the change. In recognizing team members’ skills and how their roles will be further developed or otherwise impacted, it demonstrates a foresight focused on growth. How will this change improve the team’s success and individual members within it?

In addition to explaining the purpose and benefits, I focus on relating the change to individual team members' goals and values. I highlight how the change aligns with their personal development and career aspirations, making the benefits more tangible and relevant to them. For example, I explain how new skills gained through the change can enhance their expertise and open up future opportunities. By connecting the change to their personal motivations, I make it more meaningful and compelling, which helps to foster a stronger commitment to embracing the new direction.

Fostering a change mindset begins with a compelling 'why.' Share the bigger picture, showing how change aligns with the team's values and goals. Emphasize the end goal and the journey's growth and learning opportunities. Address fears and uncertainties openly, turning challenges into collaborative problem-solving exercises. Encourage a dialogue where team members voice concerns and contribute ideas, making them active participants in the change process. This approach clarifies the purpose and cultivates a sense of ownership and resilience among team members.

Although transparency is essential for driving change, empowering those affected to participate in finding solutions is crucial for fostering ownership and accountability. By giving them a platform to voice concerns, they feel acknowledged, supported, and motivated to think beyond their usual perspectives. This often leads to effective concepts leveraging their work experience. When obstacles arise, they are more likely to quickly address issues during the release process. The sense of accomplishment from achieving success drives continuous improvement and attracts more individuals, fostering more opportunities for change and innovation.

Change has been constant over the past several years and more so now. I find that we are constantly having to adapt on a moment to moment basis. Although I may be resistant or even disagree with some changes, as, a leader, it is important to be supportive and empathetic to any changes for your team to feel supported and encouraged.

As a leader, your actions and attitudes set the tone. When you openly embrace learning and show resilience in the face of challenges, it encourages your team to adopt a similar approach. Sharing successes and setbacks transparently humanizes you and demystifies the process of dealing with change. It's important to celebrate not just the achievements but also the efforts, as it reinforces the value of trying and learning. Supporting your team with empathy and constructive feedback helps build a safe environment where they feel confident to experiment and grow. This approach doesn't just prepare your team for change; it inspires them to seek and drive it actively.

It's often your unintentional habits that can work against you. How are you physically, mentally and emotionally showing up each day at work? How do you communicate your boundaries? How do you welcome conversation, debate & problem sharing? How do you say no, and how do you ensure you take breaks and are able to prioritise your wellbeing and that of others? Being genuine and authentic will pave the way for people to follow suit, deepen trust, build relationships & ensure you're on the same page.

Show that you're leading the talk by making small changes, one step at a time. Keep in mind that people in your team are following a leader who should embrace change first before expecting anything in return.

Leaders must " Walk the Walk." This supports and reinforces the kind of behavior you expect from your direct reports. Be transparent with how you have overcome a challenge. It could inspire a team member to do the same and encourage their colleagues to follow suit.

A leader must model the behavior that they would like to see in their team as what the leader does sets a baseline for organization. People are more responsive to actions rather than words. Here, the establishment of integrity is critical. As a leader, it's important to not ask of others that which you will not do for yourself.

A change mindset doesn’t come from pushing harder — it comes from designing better conditions. Start with these three principles: 1. Normalize micro-experiments. Make it safe to test, iterate, and fail fast 2. Recognize adaptive behavior. Highlight those who ask better questions, challenge the status quo, or show curiosity 3. Tell internal stories of change. People learn from people — spotlight team members who tried something new and made it work To get the data for scaling the mindset, you may need a tool e.x. Esteeme. It let's you automate recognition around change behaviors, create rituals that reinforce learning, and track real-time data on engagement. That way, you can see exactly where to double down.

Make sure to cheer up any team member who is trying to move forward, especially the ones taking risks for the first time. Moving out of our comfort zone is hard, but there's a higher chance you're going to keep pushing if someone is encouraging you!

During my previous experience of leading teams I've concluded that understanding the mental landscape of the team is crucial. Overcoming personal hurdles can ignite creativity and motivation, paving the way for embracing new ideas and fostering a change mindset within the team. It's about supporting individuals in their personal growth, which ultimately contributes to the team's collective success.

In my experience, guiding a team through change, and recognizing diverse thoughts and emotions is crucial. Creating a supportive space ensures everyone feels heard and understood, fostering psychological safety. Understanding individual motivations helps tailor support, turning the change journey into a shared narrative of growth.

Fostering a change mindset in my team involves championing growth through a culture that embraces learning. I encourage team members to make mistakes, viewing them as stepping stones to skill development. The "fail fast, fail cheap" approach is pivotal, creating an environment where experimentation is celebrated. Open communication and trust become the pillars; mistakes aren't setbacks but opportunities for collective learning. This mindset not only allows for skill enhancement but also cultivates resilience and innovation. It's a passionate journey of continuous improvement, where every misstep propels us toward growth and success.

Growth is important from multiple aspects. Chiefly, as a leader, you will want to encourage your team to enhance their skills in the areas that are congruent or supportive of themselves and their role for personal development. Furthermore, it is critical that the environment is forgiving enough so that individuals are encouraged to learn from missteps but also have an ability to provide constructive criticism of the overall function of the team so that continuous improvements can be made to increase team efficiencies.

Resistance to change often stems from deep rooted concerns and limiting beliefs. Hold a safe space for conversation. By actively listening, you can uncover these fears. From here, you will be able to help others see how these concerns may be holding them back from realising their potential. For example, years ago when I introduced an automation through 'weborders' my former team initially resisted. In conversation, I understood that they feared job loss. I was able to address their real concerns, and reframed the change to showcase how it offered opportunities for more meaningful and value-adding tasks. Dare to hold space for open and raw conversations. Soon, you will be able to turn resistance into acceptance and fear into opportunity.

Encourage a change mindset by emphasizing shared goals, transparent communication, and highlighting the positive outcomes of change. 😊 Address resistance by actively listening to concerns, providing opportunities for team input, and offering support through training and mentorship. 🗣️ Foster a culture that values continuous improvement, acknowledging that change is essential for growth and innovation.

Resistance to change is natural, but it’s not an obstacle - it’s a signal. When team members push back, it often stems from fear or uncertainty. Addressing resistance starts by creating a safe space for open dialogue and encouraging people to express their concerns. Asking, “What’s holding you back?” helps them feel heard and understood. Reframing the narrative from fear to possibility shifts the mindset. When people see how the change benefits them personally, resistance often turns into curiosity and, eventually, full support.

Resistance can be expected at times. As a leader, it's important to recognize this and foster a safe space for all instances of this. It could be an indication of a misalignment of understanding of the Why, or in other situations ,expectations of the various roles within an organization, where things might be ill defined or falling into a gray area amongst team members where a bit more clarity is warranted.

A change mindset is determined by the culture of the organisation. UGRs - unwritten ground rules - define a culture. UGRs are people’s perceptions of ‘this is the way we do things around here’. In our work with companies over more than 30 years, we've unearthed UGRs that include 'Around here, bosses pinch good ideas and claim them as their own'. Whether or not that UGRs is warrented or tru is irrelevant. While people hold that perception, it will drive their behaviours. So how do you create a change mindeset - get the culture (UGRs) right!

I've found it helpful to remember that the resistance is likely "valid" in some way. Almost always, this change will require them to use different processes or skillsets, and even if it makes their lives easier, it will disrupt the comfy status quo. Just acknowledging that will make a big difference in people feeling understood and on-board.

"Address" is strong and may not feel safe especially for those on the "other side". "Understanding" all the feelings about the change (at every step of the process) invites collaboration and can help leaders and team members navigate things including change better, you might even find a better way to the solution.

Trust is the foundation of a change-ready culture. It's about consistent actions and open communication. I do: - Regularly share updates and insights, ensuring everyone is on the same page. -Actively listen to my team’s ideas and experiences, valuing their perspectives. -Recognize each achievement, big or small, to show appreciation. My team into proactive, confident participants in change, just like my mentorship with young leaders.

Without Trust, a team can suffer greatly in performance. Trust in the leader is paramount as this sets the table for the team members to have Trust in each other. Trust is built through transparency and also the ability for the leader to be vulnerable and show that they are leading based on authenticity. That is, displaying integrity in actions and deeds and not being afraid to admit in times where there have been missteps or answers are uncertain.

Building trust is vital in fostering a change mindset. It's more than just creating a supportive environment; it's about establishing a foundation where team members feel secure to voice their thoughts and take risks. Trust is nurtured by demonstrating consistency, reliability, and transparency in actions and communication. When team members feel their opinions are valued and their contributions recognized, it bolsters their confidence and strengthens their commitment to the team's objectives. Trust paves the way for a more resilient and adaptable team, ready to embrace challenges and changes with a collective spirit and shared purpose.

If you are in a safe environment and have the ability, allow yourself to be vulnerable with your team. Let your team know if you, too, have anxieties or struggles with change, and let them know you are in this together. Provide mentorship and guidance to demonstrate that you have the tools and tactics to help build resilience and work through the change, even with similar worries and concerns. Allow them to ask questions and provide transparency and authenticity. Even if you may not be on the same page, allow them to know you are here to support them along the way. Authenticity and frequent clear and open communication can go a long way in developing trust.

When a leader acts through care, they can move mountains. This is the ultimate trust-building tool. They would be more prone to cooperate when you show them that your intentions are genuine and you do this because you want to make a positive contribution to their life - be it professional or personal (which in reality a intertwined).

When people trust that their leaders are transparent, supportive, and have their best interests at heart, they’re more likely to embrace new directions. Start by being clear about the why behind the change, and follow through on commitments. Show that you’re listening - invite feedback and act on it. Trust deepens when leaders are consistent and reliable, creating a foundation where change feels less like a threat and more like an opportunity for growth.

In leading my team, I've learned that fostering a change mindset is about ongoing growth. It's key to: - Regularly assess our strategies, looking for improvements. - Involve the team in feedback, valuing their insights. - Embrace both successes and mistakes as learning opportunities. - Celebrate milestones, recognizing everyone's contributions. This approach not only improves our work but also empowers young leaders, encouraging a culture of continuous learning and adaptation.

Start by gathering regular feedback from your team to understand their experiences and challenges. Analyze the outcomes to see what’s working and what’s not. Be flexible and ready to adapt your strategies based on this feedback. Clear communication about the adjustments and the rationale behind them is key to maintaining transparency and trust. By continuously evaluating and adjusting, you create a resilient and adaptable team culture that thrives on change.

Foster a change (and GROWTH) mindset by creating a safe space for feedback and reflection. A couple of my FAVOURITE questions to encourage dialogue with individuals on your team: → What's one thing we should stop or start doing to enhance the business? → How would you approach my role differently? This approach often empowers teams to evaluate and adjust strategies collaboratively, fostering a culture of continuous improvement and adaptability!

As an integral component of the change process, embrace an iterative, systematic approach to this process: 1. Continuous Evaluation 2. Feedback Integration 3. Data-Driven Adjustments 4. Transparent Communication 5. Ongoing Iteration

1. Transparent Communication: Build trust by maintaining clear, consistent, and open lines of communication throughout the process. 2. Active Engagement and Presence:Be present with your team, offering support and demonstrating leadership through action. 3. Impact Demonstration: Regularly show measurable progress and tangible outcomes to reinforce the benefits of change. 4. Motivation and Storytelling: Sustain high motivation levels by sharing success stories, celebrating small wins, and keeping the team aligned with the broader vision. These actions will build a foundation for successful change management. #change #leadership

Remind your team often that we work in a state of continuous improvement. As a leader, this means providing timely communication, strategies, and resources to help your team proactively adjust to change and allow room for ideas and innovation.

Building up certainty in a highly uncertain world is a critical first step. For people to be open to change, they need to know where they fit in to that future strategy. In an era of rapid change and adoption of new technology - specifically AI, research finds that the number of people who feel FOBO (Fear of Becoming Obsolete) has doubled. If we want people to be less resistant to change, be clear about their career path. Be consistent with feedback along the way. Ensure stakeholders have an say in how the process will go and provide anonymous feedback loops for people to share honest feedback. The key here is to demonstrate quick wins along the way by listening to feedback and actioning it.

Build a culture that embraces innovation, adaptability, and continuous improvement - communicate the needs for change, lead by example, encourage innovation, ensure continued learning, celebrate successes, be open and transparent in communications and build trust, encourage risk taking and adaptability and reward those behaviours

I was told my manager that you control peoples mindsets and not change mindsets. I was actually very disturbed by this response when I advised him that I was having trouble in getting the staff to buy-in. Thank you for this informative article.

I would communicate the importance of the change. I would clearly communicate why the change in perspective is necessary. The change in perspective would also communicate the dynamics in the business environment why it would be necessary. I would also lead by example with a positive attitude toward modeling the new role in the necessary new direction.

Empower decision-making. When team members feel like they have a say in how change unfolds, their resistance lowers, and their engagement increases. Involve your team in the process by giving them ownership over aspects of the transition. This fosters a sense of agency and collaboration, turning change from something that happens to them into something they help create. Empowered teams are more adaptable and resilient, making it easier to navigate the evolving landscape together.