Comment répondriez-vous aux membres de l’équipe qui se sentent dépassés par le rythme du changement dans un projet ?

As VP of IT for the one of the biggest Healthcare sector Organization in Middle East , I’m no stranger to this emotion of Team Members .. Few points that I normally do with Team Members: 1. Open Communication with Team Members and Leads. 2. Prioritization and Clarity 3. Training and Support 4. Flexible work Arrangements. And most importantly 5. Feedback Loop. It’s easier said then done due to ever changing business requirements ,however, that’s the world we live in 😊.

Addressing team members feeling overwhelmed by the pace of change in a project requires a combination of empathy, clear communication, and practical support. Some strategies that can be effective are: 1. Support Well-being 2. Open Communication 3. Manage Expectations 4. Prioritize and Delegate By addressing these aspects, you can help your team navigate changes more effectively and maintain a positive and productive work environment.

Being a leader of a team the first thing which is most important is be empathic and listen the team. This helps a lot to reduce the stress and build a good performing team where each team members can express without being judged. Listening to the team member foster the psychological safety and helps to overcome the stress with in the team.

Isn't it normal? It is. If the team is overwhelmed, load sharing is the best approach. Show empathy and communicate with the team. Teach them about the value of the change. Discuss the goals this change can achieve and how it benefits our overall delivery. Changes should be communicated to the team clearly, with all the minor details included, so they don’t feel additional stress. It's all about communication and support. Support them through this phase, and they will naturally perform better.

"The only constant is change" has proven to be true repeatedly in my career but that statement is rarely comforting. Amid the challenges and chaos that come with change, it is important to support the team carrying the burden: - Find rituals that ground everyone. Weekly meetings begin with highs and lows or awards that recognize a behavior you'd like to encourage. - Acknowledging change. As a young manager, I wanted to ignore the messy parts of the work, but discontent would bubble over. I learned to normalize what is happening and actively engage the team in finding solutions to challenges that they do have agency over. - Encourage time off. True time off means no email, calls, etc. No breaks + chaotic systems is a recipe for burnout.

Addressing team members who feel overwhelmed by the pace of change in a project involves a combination of open communication, support, and practical adjustments. Here’s a structured approach: * Open Communication * Prioritization * Resource Allocation * Training and Support * Flexible Work Environment * Set Realistic Goals * Encourage Breaks and Self-care * Recognize and Acknowledge Effort By implementing these strategies, you can help mitigate feelings of being overwhelmed and foster a more resilient and adaptive team.

As Financial Controller of Fast Growing Organisation , there are lots of Quick Changes in Decision Making , Strategy and Goals , Which in turn impacts a lot on mental health of people especially when you are in Department which has strict deadlines and timelines. Some of the points which I normally do with team members in one on one sessions : 1) Reassuring them that their well-being is a priority which helps build trust, as it signals that you care about more than just productivity. 2) Recognising the stress and pressure and encourage them for open conversations about stress without being judgmental & biased. 3)Creating a psychologically safe space for all which make them feel supported & likely to adapt during periods of change.

In my experience, one thing I have seen that has reduced stress level at work is to break down work- goals into smaller deliverables so much so that they present as quick wins. This agile approach ensures in accommodating changes- be it at an operational, tactical or strategic level.

It is important to be on the same page with your team members as regards the change. When people know the benefits of the said change, they feel more inclined to it. So, communicate and provide more information about the change and why it is needed.

Setting clear, achievable goals in a fast-paced project is essential for providing direction and reducing ambiguity. When team members are under pressure, uncertainty about expectations can add to their stress. By breaking down complex tasks into smaller, manageable steps, you create a roadmap that guides the team forward with confidence. Clear goals eliminate guesswork, helping everyone understand their individual roles and how they contribute to the larger objective - Bigger Picture

Setting up SMART goals is very important to ensure success. Goals must be Specific, Measurable, Attainable, Relevant and Time-bound. We must keep in mind to follow KISS logic - Keep it short and simple. Generally one-liners like "To increase profitability by 8% by 30th September 2024". Break down the bigger goals like yearly goals into quarterly goals. Quarterly goals to Monthly goals. Monthly goals to Weekly goals. Weekly to Daily and Daily to Hourly goals. Small achievements make it big eventually. We need to develop the habit of winning.

Team stress often comes from ambiguous and often-changing goals. Clear and sustainable goals relieve team stress and can help lead to success.

I agree that setting goals is important, but I also like to clearly communicate expectations. Sometimes team members become overwhelmed by thinking that they’re expected to do more than they actually are. Setting clear expectations is vital. It opens a discussion of the consequences when expectations aren’t met, and also the opportunities created when expectations are exceeded.

When the pace of a project suddenly changes, it's essential to take a step back and review what needs to be done immediately. Here's how to approach this: 1. Revisit the key deliverables and milestones with the team. Identify which tasks are truly urgent and align them with the overall project goals. 2. Break down the tasks into categories such as "urgent," "important," and "nice-to-have." This creates clarity about where the team's efforts should be focused. 3. After reprioritizing, communicate clearly to the team what the new expectations are. Let them know what’s critical to focus on and what can be paused or delayed for later.

I say go one step further by seeing how those goals align with organisational values or goals. This can help people feel more like they are contributing to bigger things and allow them to feel closer to the organisation.

It’s not uncommon for pace of things to cause, frequent changes and sometimes attitude of people to create a sense of anxiousness among team members. Here are a few things that have helped me in business critical campaigns and bids 1. Identify the North Star early on. While the path may have some changes, a guiding points helps 2. Assign task with highest dependency first. Don’t assume that support teams will be free, hence warm them & block time with them 3. When people hit panic, listen to them and reassure your support. Focus on the person for the time and not on business. Relook at the goals vs progress with them. Chances are when seen closely things may not be as bad as they seem in his/her mind

1. Embrace Adaptability-Change is a sign of growth. It is an opportunity to evolve and innovate. 2. Focus on Resilience-Challenges in the project are not setbacks but tests of our adaptability. It strengthens our team's resilience. 3. Stay Anchored in the Vision-While the pace may feel fast, staying focused on our end goals will help us navigate through the changes without losing sight of the bigger picture. 4. Leverage Support-We're in this together, and collaboration can lighten the load. 5. Growth Through Change-Every shift adds to our skills and experience. 6. Humour as release valve-Sometimes, it’s okay to take a step back, laugh, and use humor to deflate the pressure—remember, even challenges have their lighter moments!

Eu utilizaria uma metodologia ágil como o Scrum, que promove clareza nas tarefas e objetivos por meio de sprints curtos e bem definidos. Além disso, praticaria a escuta ativa para entender as preocupações da equipe e ajustar o ritmo conforme necessário. Dessa forma, conseguimos manter o foco no resultado, garantindo que as entregas sejam feitas de forma eficiente sem comprometer o bem-estar da equipe.

It is crucial for maintaining project momentum and ensuring a healthy work environment. Approach should be Open Communication, Clear Prioritization, Provide Training & Resources, Pace the Change and Empathy and Support By balancing clear communication, support, and thoughtful change management, we need to help our teams adapt more effectively and ensure that the transformation process is sustainable for both the business and the people driving it forward.

Todas as mudanças trazem momentos de instabilidade emocional aos colaboradores de forma geral. Ter bons líderes, que compartilham com seus subordinativos o interesse mútuo de aprendizagem. Criar recursos e compartilhar métodos de treinamentos e quais as facilidades nos resultados que as mudanças podem trazer a curto e médio prazo, se torna um incentivo e cria-se um vínculo de confiança ainda maior entre as equipes.

Some action steps to break down the change process into manageable milestones and goals could be: - Define short-term and long-term milestones aligned with the overall objectives. - Assign responsibilities and deadlines for each milestone. - Celebrate the completion of milestones to maintain motivation and momentum.

Beyond initial training some changes, like a new CRM, need practice time baked into the training and launch plan. The more comfortable your employees become, you will have SMEs emerge within your population that assist with others that may be struggling. Some employees are significantly more inclined to ask a peer for help than a trainer.

If it's a software or process change, they'll receive training as part of it - this is a typical and important step with change management. The question lies in how they are progressing with their learning, do they require further in-person coaching to help with building confidence using the system or new process? Sometimes when people feel overwhelmed by the pace of a change it is from fear of failure or being left behind. By having access to someone during times when they are using the new software or system it will help with building a sense of progress and achievement leading to an increase in confidence, this will then slow down the survive channel response and allow the person to feel more in control.

Feeling unprepared or inadequately trained to handle new changes often exacerbates stress. Offering training can help team members feel more confident and capable of navigating the changes. Training should be proactive and focused on equipping team members with the skills they need to adjust to new processes. For instance, if a company is implementing a new digital marketing strategy, providing workshops or online training sessions can make the learning curve less steep. It helps them adapt to new tools or techniques, easing anxiety and frustration. When team members are empowered with knowledge, they are more likely to embrace changes rather than resist them.

Training and development is identifying employees’ needs and designing customized programs to address skill gaps. One size training does not fit all. Provide ongoing training opportunities to ensure that employees are equipped to adapt to new processes, technologies, and language being used. "A SIPOC is a tool." We use so many words that we know, but the people in the training do not understand the word SIPOC (Supplier, Input, Process, Output, Customer) and how to use the tool. Develop training programs, workshops, and initiatives to promote user-centricity and ensure that design practices are valued and practiced across the organization. Have competence metrics. Invest in training programs to ensure the workforce is competent.

While the PMO needs to track project progress, we recognise the stress this can cause. Our approach is to lead with empathy: Celebrate progress alongside highlighting areas needing attention Offer tailored training and resources to build confidence Encourage open communication about challenges Implement stress management initiatives Focus on continuous improvement, not blame By supporting our team's growth and well-being, we enhance project success and create a more positive work environment.

Veränderungen lösen oft Unsicherheit aus, besonders wenn Mitarbeitende das Gefühl haben, nicht Schritt halten zu können. Hier sind gezielte Schulungen entscheidend – doch noch wichtiger ist der enge Austausch mit dem Team. Offenheit, regelmäßiges Feedback und individuelle Trainings stärken das Selbstvertrauen. Gemeinsam herausfinden, welche Skills wirklich fehlen, und gezielt unterstützen – ob durch Schulungen oder Training on the Job. So wird Veränderung zu einer Chance für Wachstum, und das Team fühlt sich bestärkt, neue Herausforderungen anzunehmen.

É sempre bom saber como as pessoas estão reagir e enxergando o processo de Transformação. Estabeleça mecanismo que deem abertura para os colaboradores trazerem seus pontos de atenção, críticas e sugestões para ajustes ao longo do processo onde coisas estão em mudança. Não espere longos períodos para dar e solicitar feedback, pois, a depender do espaço temporal o feedback pode não mãos fazer sentido ou ser útil para o que se espera dele para os ajustes Comportamentais ou em atividades planejadas.

Encouraginig transparent and open feedback culture provide the psychological safety with in the team. Feedback should be constructive and tailored keeping multicultural sensitivity. Constructive feedback play vital role in building mutual trust, Collaboration and drive Teams as well as individual performances.

Encouraging feedback helps alleviate the stress team members feel from rapid project changes by creating a space for open communication. When team members share concerns about the pace, leaders can identify specific issues and provide targeted solutions, like redistributing tasks or adjusting deadlines. For example, if a team member feels overwhelmed by frequent updates, a leader can prioritize clear communication channels or offer additional support, such as training or flexible work schedules. This proactive approach fosters a collaborative environment, reduces burnout, and boosts morale, ensuring the team remains productive and adaptable despite change.

Encourage feedback to give team members a voice, helping to identify challenges early. Fostering resilience through regular check-ins and adaptive strategies strengthens the team's capacity to handle change.

Beyond encouraging feedback, in my experience it is important to have involvement in the change as it empowers staff, creates a sense of ownership, and increases buy in (and resilience in the process). Change “done to staff” vs a “change they can say they were a part of” is a key differentiator and success factor.

Feedback is essential, yet often overlooked by leaders. I see it as a two-way street: leaders should provide feedback to their teams to reinforce strengths or address areas for improvement, while also being open to receiving feedback from their team. This makes employees feel heard and involved in the process, which in turn boosts engagement.

Encouraging feedback not only allows you to see different perspectives and concerns through the eyes of others, it also demonstrates that you care. Awareness of their challenges is key to dispelling (or at least providing a path to mitigating against) those fears.

To support growth and adaptation, frequent feedback loops are crucial. They reinforce positive behaviors and achievements while also highlighting areas for improvement. An existing feedback culture is great—if not, it's important to develop it gradually. When providing feedback, adapt your approach to the recipient’s personality and experience level. Start with something positive to build rapport and then be specific about the situation or task at hand. Encourage a two-way conversation by discussing your perspective and asking the recipient for their thoughts. This approach fosters engagement and empowers them to take ownership of their development, leading to better adaptation and more positive contributions to the project’s success.

Open and honest feedback is not only a key to managing these feelings but also to manage the cohesion and potential of your team, this indicator should make you comfortable or point to action that is needed to strengthen the team.

This is a daily occurence in a fast pace environment. Dealing with change, unchartered territories as well as setback causing a change in pace to meet deadlines. First allow room for your colleagues to raise their white flag… listen to the challenge… breakdown the tasks and look to prioritise ans guide towards delegation… ultimately read the body language and boost the confidence to let your colleague know that he/ she has got this…fostering resilience in the adversity. You would be amazed as to what they go on to achieve… after that celebrate and praise! You now have a colleague who has grown to new heights!

Yes, ensuring change projects focus on engagement, truly listening, empathizing, focusing on user needs, communicating regularly and celebrating milestones.

Pumping the team's tyres up is one of the key jobs of the leader. You have to be there, show them you understand, and that you have their backs. You know that the project will succeed. And that means they can focus on doing their best knowing that you are on the case.

I agree with the idea of fostering resilience as it encourages to see challenges as opportunities. It helps to build a different mindset to embrace change where it‘s not about surviving change but rather thriving under change. Based on my leadership experience to build this resilient mindset within your team a key success criteria is to be - as a leader - a role model of resilience. You can share your own stories of setbacks and your learning lessons to boost the team‘s confidence and develop a feeling of „we are in this together“. Embracing change can be daunting but if you have a resilient and trusted leader is a different ballgame!

I believe that while building resilience is crucial, it's important to recognize that every team member has unique strengths and weaknesses. Resilience isn't just about bouncing back; it’s about individuals playing to their strengths with humility and seeking support where they are less capable. Rather than viewing challenges solely as opportunities, it's essential for team members to acknowledge their limitations and leverage the strengths of others. This approach fosters true collaboration, where individuals grow by contributing their best while learning from and supporting one another in areas where they need help.

Fostering resilience is key to thriving amidst change. As Carol Dweck highlights in Mindset, 'The view you adopt for yourself profoundly affects the way you lead your life.' Cultivate a growth mindset within your team by framing challenges as opportunities for learning. Celebrate small wins and provide support systems like mentoring to help them navigate setbacks. Resilient teams adapt, persevere, and excel in the face of adversity. #Resilience #GrowthMindset #Leadership #TeamSupport #ChangeManagement

Resilience - or rather antifragility (growing stronger under pressure) - is an important trait in today's world. Two concepts to support this: a) impermanence - the world around us and we ourselves are constantly changing. best we proactively want to be part of that change (standing still will lead to irrelevance) b) when looking at our job scope, in most transformations we will actually keep 80-90% of what we are doing. let's put more emphasis on the things that stay the same.

Providing resources, training, and one-on-one sessions is essential to help team members cope with change, especially if they lack the skills or knowledge to navigate it. Targeted training and personalized sessions reduce anxiety and build confidence, while fostering resilience to handle future challenges. Encouraging teamwork and cross-functional support allows team members to share workloads and solve problems collectively, reducing individual stress. This collaborative environment fosters a sense of community and shared responsibility, building collective resilience that helps the team adapt more effectively to change.

Feeling overwhelmed is but natural on change initiatives and it's important for practitioners to acknowledge it. Understand what's causing the emotions rather than reacting to the emotions, accept it. Finally identify tiny actions to work on the situation, act on it. Acknowledge| Accept | Act the 3As to ace and get better as a CM professional.

Change is constant, but it can feel overwhelming, especially in high-priority, multi-stakeholder initiatives with tight timelines, which is the reality of many organizations. I would acknowledge these feelings and manage expectations by clearly communicating (or reinforcing) scope, timelines, and priorities, ensuring everyone understands what is achievable. By setting realistic milestones and offering flexibility, stress is reduced. It is also imperative to foster a supportive team environment with open discussions and “safe spaces.” A quote attributed to John Maxwell says, “People don’t care how much you know until they know how much you care," so empathy is golden in leading teams and managing expectations.

Go tough The business industry is not for drama queens Change is every day phenomenon Rigorous raggings make people robust and tough Reconfigure the synthetics and organics of your HR alike Train & treat employees to survive the work stresses , anxiety Make inductions having a greater focus for adaptability Informal sessions and brain storming with repeated drills

In the context of change in a project, clearly defining what is changing, in what timeframe, is especially important. Rapid change can be a way clients try to push through scope creep or simply get confused on the agreed outputs. In that scenario, expectations of clients and members of the team both need to be managed with close attention to what is and isn’t contracted for, and consequently which work streams can be changed. Helping your team understand this dynamic can help them see that there is a degree of control, and make the change more manageable. This approach also helps the team with their stakeholder management skills, which will help with future resilience.

Honest, clear communication builds trust and helps your team navigate change more confidently. Steps to Manage Expectations During Change: 1. Be transparent: Clearly communicate the pace of change and any potential impacts it may bring. 2. Avoid overpromising: Set realistic goals and timelines to prevent disappointment and stress later on. 3. Set achievable deadlines: Give your team deadlines that are both realistic and attainable, keeping them on track without overwhelming them. 4. Acknowledge obstacles: Be upfront about any challenges that may arise, so the team is prepared to handle them. 5. Prepare your team: By managing expectations early, you help them adjust and move forward with clarity.

It's important to have open conversations and listen to their concerns. Explain the reason behind the changes and focus on the most important tasks. Provide the necessary support and resources, and make sure to recognize and appreciate their efforts. Keep an eye on the team's well-being and adjust the pace as needed.

I will set low expectations and build resilience. Allow setbacks to sink in and those will probably build character and greatness.

Clarify the Bigger Picture: help them see how the changes align with the project’s long-term goals and how their contributions are crucial. Adjust Expectations: Work with the team to adjust timelines or workload to ensure the team member doesn't burn out, while still meeting project objectives. Regular Check-ins: Ongoing support is key. Offer regular check-ins to gauge how they’re feeling and ensure they’re not becoming overwhelmed again.