The key is 𝒇𝒓𝒂𝒎𝒊𝒏𝒈 change as progress .... not just disruption. For me, it starts with transparency. Teams thrive when they understand why change is happening and how it connects to a larger vision. Sharing the plan—not just the end goal but the steps to get there—gives people comfort in knowing we’re not winging it. From there, it’s about creating support systems. Whether that’s training, additional resources, or just being available for honest conversations, showing your team that you care about their journey builds trust.

Leading a team through change requires empathy, communication, and clear direction. First, acknowledge the team's concerns and create a safe space for them to express feelings. Transparently share the reasons behind the changes and their potential benefits. Break down the changes into manageable steps, and actively involve the team in decision-making when possible. Provide support and resources to help them adapt, and celebrate small wins to build confidence. Be patient, lead by example, and maintain open communication to ensure everyone feels heard and valued. A positive, supportive approach fosters trust and resilience during transitions.

The main reason I don't like change is because of the feeling that I'm not in control of the uncertainties. It is stressful to have not even the slightest control over things that impact me. What I would do is 1. To empower the team by assigning roles for them to be part of the change process. This will allow them to feel they have influence in the transition. 2. To be available to them throughout the transition. This will enable them to voice out their concerns on the dynamic change process.

A leader's encouragement and support can help ease their anxiety, but peer influence may carry more weight in helping them prepare for change. It's not a tried and tested advice, but try identifying the most trusted person in your team (and most likable) and let them advocate for changes in your place.

Some levers for success: COMMUNICATION and OWNERSHIP 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐞 𝐫𝐞𝐠𝐮𝐥𝐚𝐫𝐥𝐲 and in a meaningful manner to your team: 👉 WHY (global and translated into what's in it for them) 👉 what you know about the HOW and the WHAT 👉 Show TRANSPARENCY on what you don't yet know. This is not being weak, this builds trust. 𝐋𝐞𝐭 𝐭𝐡𝐞𝐦 𝐛𝐞 𝐚𝐜𝐭𝐨𝐫𝐬 not victim of the change: 👉 INVOLVE them in the definition of the future state / process / ways of working, even if minimal. This has a massive impact on ownership 👉 LISTEN to their fears and concerns, and do something about it when you can

Leading a team through change needs empathy and clear steps. Addressing their concerns by listening to their fears and clarifying doubts. During a shift to new supply chain software, my team was worried about adapting quickly. I organised small training sessions to build their confidence. I broke the transition into phases, so it didn’t feel overwhelming. Regular updates kept everyone informed, and I encouraged open discussions. Celebrating small successes, like completing a training module, boosted morale. By staying supportive and transparent, I eased their anxiety and helped them adapt to the changes smoothly.

To guide my team through upcoming changes, I would start by creating an environment of trust I would clearly communicate the reasons for the changes, the expected outcomes, and how each individual’s role contributes to the success of the transition. I would make sure everyone understands the bigger picture and how the changes align with our long-term goals. Listening to their concerns and offering support would be crucial in easing their anxiety. I would also provide relevant training or resources to ensure the team feels equipped. Regular updates and check-ins would help maintain momentum and address issues early on. Finally, I’d encourage a mindset shift, highlighting how change can bring new opportunities for growth and improvement.

Leading Through Change: Turning Anxiety into Action Change breeds anxiety, but great leadership turns uncertainty into opportunity. First, acknowledge the fear. Ignoring it amplifies it; addressing it fosters trust. Be transparent about the what, why, and how of the changes ahead. Next, empower your team. Break the change into manageable steps and involve them in the process. When people feel part of the solution, resistance shifts to ownership. Lead by example. Stay calm, focused, and approachable your confidence sets the tone. Celebrate small wins along the way to build momentum. Change isn’t the enemy fear of it is. Together, with clarity and collaboration, you can transform anxiety into growth.

Successful navigation through change requires a delicate balance of decisiveness and empathy. The key is proactive, transparent communication that acknowledges both challenges and opportunities ahead. Creating structured touchpoints for open dialogue helps address concerns while maintaining momentum. Providing clear pathways for skill development and growth demonstrates commitment to the team's success. Most importantly, celebrating incremental progress builds confidence and maintains positive energy throughout the transition.

Change is the norm especially in today’s fast moving world. Hence every organization also goes the through changes to remain competitive and true to their business objectives. To help your team not be anxious to changes as a leader your role is to make them always look at the bigger picture, how it will be good for the organization and to always hear them out, what is their cause of anxiety to be able to answer those doubts. The more clarity your team will have of the business vision and goals the more resilient and acceptance will be gained from them of the changes and always link how changes are happening to achieve the vision can also give more positivity and motivation to take in new challenges and changes.