First of all, I have to openly acknowledge the impact of changes and then show how team efforts fit into the company's mission. Communicate transparently, involve them in decision-making, and offer support through F2F meeting, training and peer networks. Also, by recognize small wins to build resilience, empower them with autonomy to rebuild confidence, and model the attitude you want to see by staying accessible and enthusiastic. In addition, Clear, short-term milestones help track progress, and celebrating these along the way can transform challenges into shared successes.

1. Communicate Transparently: Share the reasons behind the changes and how they align with the team's goals to foster understanding and trust. 2. Celebrate Small Wins: Recognize and reward achievements, no matter how minor, to boost morale and reinforce a sense of progress. 3. Encourage Team Involvement: Involve team members in decision-making and problem-solving to give them ownership and a sense of purpose.

It is imperative as a leader to be self-conscious and have an unobstructed vision on the goals and objective to engage and sustain team’s engagement. As a matter of fact it is equally important to be supportive and understand team’s environment, concerns and address them appropriately and in a timely manner. Immediate attention and action increase trust and healthy working relationships. If the team is engaged and positive it can successfully adhere to the Organization’s strategy and its success.

To reignite passion and drive in a team facing change, I would focus on three key areas: 1. Communicate the Vision: Help the team see the bigger picture by explaining how these changes align with our goals and values. When they understand the purpose, it often inspires a sense of ownership and purpose. 2. Empower and Involve: I’d involve them in the process, giving each member a role in shaping the new direction. This empowerment fosters buy-in and lets them feel that their voices matter. 3. Celebrate Small Wins: Acknowledge and celebrate small achievements as we progress. Recognizing efforts and milestones, however small, reinforces a positive mindset and builds momentum.

Here are 5 steps to reignite passion and drive after changes 1. Open Communication: Create a safe space for team members to express concerns. Acknowledge their feelings and listen actively. 2. Reinforce the Vision: Remind the team of the organization's larger vision and how their work contributes positively. 3. Celebrate Small Wins: Recognize and celebrate small achievements to build momentum and a sense of accomplishment. 4. Encourage Collaboration: Foster a collaborative environment to strengthen relationships and create community support. 5. Provide Growth Opportunities: Offer professional development to reignite enthusiasm and commitment. Implementing these strategies can help your team navigate changes and reignite their passion.

Any change will encounter fair amount of resistance due to fear and effort involved in adapting to it. Hence, changes must be communicated clearly elaborating the reasons and highlighting the opportunities associated. Reasonable time shall be provided to adapt to the change and be successful.

J'ai pu constater que la démotivation face aux changements venait principalement de la peur de l'inconnu. En-effet, si on n'accompagne pas ces changements par une communication positive, en amenant le collaborateur à une finalité gagnante, alors celui-ci aura naturellement une réaction réfractaire. À l'inverse, si le changement est conduit par la conviction que le bénéfice sera évident, il sera plus facilement adopté. J'ai donc systématiquement préparé un argumentaire mettant en valeur les avantages des différents changements en m'appuyant surtout sur l'aspect qualitatif qu'ils pouvaient apporter.

Demotivation during change often stems from the fear of reorientation and unfamiliarity. To reignite the team’s passion and drive, I would offer a positive perspective, highlighting how these changes are essential for better outcomes and advancing our shared vision. A simple analogy is a journey: if we discover a new, more reliable route to our destination, would we hesitate simply because it’s unfamiliar? Re-motivation lies in refocusing on our goal and comparing the benefits of the new approach with the old one.

Initial changes often make people uncomfortable, even when they are beneficial, as it takes time to fully appreciate them. To me, change always comes with risks, but within those risks lie many opportunities. With my experience, I can identify these opportunities for my team and engage in discussions on how we can achieve our organization’s goals and expectations. Together, we will find ways to truly shine, showcasing our genuine talents and capabilities.

Changes are an inherent phenomenon in an organization that may follow: strategic decision making, reorientation in operational methods, modified or newer goal setting and organizational development initiatives. The first step is to ensure that accurate and complete information concerning the change(s) is available (i.e. what is the change, the extent, objective and impact). As a team leader, we need to know and then show our team the 'big picture' beyond team's narrow scope to provide understanding of how the change(s) benefits the organization in a bigger framework. We must also understand opportunities for members within the changes, and/or seek incentives therein to prevent burnout. A more keen mentorship may be needed with empathy.