How to navigate the uncertainty of change in an evolving business.

When an organisation evolves and undergoes change, such as a change of direction, a restructure, or a merger, leaders face challenges that can disrupt team dynamics and impact the overall performance of the organisation.  We’ve seen this a lot.

These challenges often stem from uncertainty, changes in identity such as roles, team titles, or brand names etc, and then the need to integrate different cultures. To restore a thriving team culture, leaders must accept that change is happening and address these challenges.

The Challenges, and the way to win.

1. Loss of Trust and Stability Challenge: Restructuring or acquisition often leads to uncertainty about job security, roles, and future prospects. This can erode trust in leadership and create a sense of instability within teams. Way to win: Transparent communication is crucial. Leaders should openly share information about the reasons behind the changes, what to expect, and how it will impact the team. Regular updates and open forums for discussion can help rebuild trust and provide a sense of stability.

2. Cultural Integration Challenge: When two organisations with different cultures come together, there can be a clash of values, norms, and practices. This can lead to confusion and resistance among team members. Often systems and ways of working are not the same, and there can be conflict which stalls and even halts operations. Way to win: Cultural Alignment and Integration efforts are essential. Leaders should identify the core values and practices of both cultures and work towards creating a unified culture that respects the strengths of each. This might involve workshops, joint team-building activities, and the establishment of new cultural norms that align with the organisation’s goals – or keeping the best of each.

3. Role Ambiguity and Redefinition Challenge: Reorganisation and restructuring often leads to changes in roles, titles, responsibilities, and reporting lines, which can cause confusion and reduce productivity. Way to win: Clarity in Roles and Expectations should be a priority. Leaders need to clearly define and communicate new roles, responsibilities, and performance expectations. Providing role-specific training and ensuring that all team members understand their place in the new structure can help mitigate confusion. Effective tools could include RACI (responsible, accountable, consult, inform), making decision makers clear at the start of projects.

4. Dwindling Morale and loss of Motivation Challenge: The uncertainty and changes can lead to decreased morale, especially if there have been redundancies, changes in leadership, or shifts in strategic direction. Way to win: Rebuilding Morale via recognition and support is vital. Leaders should acknowledge the stress and efforts of the team, offer support through 1-2-1’s, collaborative meetings, coaching or team-building initiatives, and public recognition of achievements to restore a sense of purpose and motivation. Celebrating small wins, in real-time during the transition can also help in boosting morale.

5. People don’t resist change, they resist ‘being changed’ Challenge: Employees may resist changes to their routines, roles, or the organisational structure due to fear of the unknown or attachment to the old ways of working. Way to win: We would recommend Change Management Techniques such as involving employees in the change process, listening to their concerns, and providing the necessary training and support can help reduce resistance. Really most employees simply want to be listened to, for leadership to show they have been heard, and for leadership to be accountable during the changes that are happening. Leaders should also highlight the benefits of the changes and how they align with the organisation’s long-term goals and do this more than once through the process – celebrating milestones as they are achieved whilst restating the ‘why’ for the change.

6. Some people might leave Challenge: Sometimes high-performing employees may leave the organisation due to dissatisfaction or uncertainty about the future, leading to a loss of knowledge and capabilities. Way to win: Sometimes people leave, and we can’t change their mind. For those that are not yet decided it may be effective to focus on identifying these people and engaging directly with them, this could involve offering incentives, clear career development opportunities, and creating an engaging and supportive work environment. Whilst that can work, it’s usually even more effective to involve key talent in shaping the new direction of the organisation to give them a sense of ownership and purpose.

7. Maintaining or Rebuilding Organisational Identity Challenge: Restructuring can lead to a loss of organisational identity, making it difficult for employees to connect with the company’s mission and values. Strategy: Reaffirming or Redefining Values & Behaviours and Purpose & Vision is essential. Leaders should work to either preserve the core identity of the organisation or help define a new one that resonates with employees. This involves clearly communicating the vision, mission, and values, and embedding them into the daily practices and behaviours of the organisation.

We are here to help you.

Leaders play a critical role in navigating the challenges associated with any significant business change, and that is a lot to do alone, and this is where Clan-Alchemy can help. Our approach, a combination of lived experience of the scenarios above along with tools and techniques including NLP (neuro-linguistic programming) and the 6‘I’s® of Innovation, can help leaders experiencing one or more of the challenges above come out the other side and enjoy stability, growth and value creation as a result.