iscover
Change in a business is often inevitable, and no organisation is exempt from this. In fact, everyone went through significant change during the pandemic and the flow-on effects that have followed.
This is why being able to manage change is so important. A crucial element that can determine how smoothly this process goes is the ability of leaders to take charge.
According to Graham Winter, founder of Think One Team and a three-time Australian Olympic team chief psychologist, the need for competent leaders who can navigate uncertain times is becoming increasingly important.
“Today’s leaders face a transformed landscape – faster, more complex, and less predictable. Disruption is the norm, accelerated by the pandemic, and continually buffeted by new technologies, societal pressures, and the constant buzz of 24/7 media,” Winter said.
“In this turbulence, it’s not surprising that many leaders are trapped in a reactive mode, attempting to control the uncontrollable, and teetering on the brink of burnout. The good news is that some have chosen a different and more effective path. They have embraced disruptive change as an opportunity for advantage rather than a threat to endure.”
Winter identifies these leaders as “advantage leaders”. These are those who are able to utilise clarity, composure, and confidence to inspire and empower their teams through times of change.
“They understand that certainty is rare in turbulent times, so their leadership approach to change prioritises fostering a united team ethos, rooted in clarity – a strong purpose, clear values, and a compelling story,” he explained.
“They step proactively into the role of coach, creating an environment balancing psychological safety and collective accountability. The new advantage leader has a different ‘playbook’ to conventional leaders: more personally vulnerable than ever before, prioritising people over tasks, and supporting their team to learn and grow during tough times. And all the while, they continue building their own practical toolkit for turbulence.”
An aspect of an advantage leader and an effective workplace that can navigate change effectively is resilience.
Resilient workplaces thrived through the COVID-19 pandemic, as employees were better able to pull themselves through the chaos and unpredictability that shaped those few years.
Even now, we’re still reeling from the effects and adapting to the changes brought about by this period. Resilience is still important and will continue to be in this new era of work.
“In a turbulent world, resilience is a cornerstone for success in every area of life.
“Resilience is more than just bouncing back from challenges; it’s about adapting, growing, and thriving amidst adversity. And it isn’t a fixed trait, but rather a skill that can be cultivated,” said Winter.
“Resilience grows when teams learn to view challenges as chances to learn and improve. In the most resilient teams, setbacks are not roadblocks but stepping stones. When bad news and conflict arrive, they are met with composure and a bias towards collaborative problem solving. People can be heard saying ‘not yet’ instead of ‘it can’t be done’.”
He continued: “Leaders can help to build resilience by supporting their team with practical tools to set short-term goals that build confidence, to debrief and learn from experience, and to collaborate to find ways around obstacles.”
Further to resilience is connection. Connected employees are happier, more productive, and better equipped to deal with change. Leaders should be looking to develop positive relationships between colleagues.
Winter commented: “Creating a strong organisation is all about fostering a positive and constructive culture. It’s not just about getting along; it’s about building a team where everyone feels valued and understood. In today’s diverse and ever-changing world, these connections are essential.”
“When employees feel that connection, they don’t just work better together; they communicate more openly, and they genuinely enjoy their jobs. These connections directly impact how well an organisation performs. Teams that connect and collaborate handle challenges better, adapt to changes faster, and come up with breakthrough ideas together.”
“That’s why successful organisations invest in building teams and partnerships, keeping communication open, and making sure everyone feels included. By doing this, they create a one-team culture where people are not just colleagues but a tight-knit team working towards the same purpose and goals to make a difference.”
RELATED TERMS
Change management is the process of guiding workers through a change by monitoring its effect on their output, morale, and other stakeholders is part of the change. This can be carried out constantly or on a set schedule, such as weekly, monthly, or yearly.
Jack Campbell
Jack is the editor at HR Leader.
