With honesty and compassion. Acknowledge questions and explain why you cant answer them, and share what you can, rather than dodging them - transparency isn't always possible but you still have to show up. Be visible and human. Prioritise time for conversation.

One thing I have found helpful is to have high positive regards on people, people mean well generally, they typically need an environment to thrive, so be kind to yourself others before you even start. Culture change can be soul crushing because people will always have variable perspective, so while you might have a clear organisational culture blueprint, which is just the “what” or some ideal, to facilitate the “how” you could consider embracing fluidity to avoid unnecessary resistance and allow as much input for a diverse or inclusive transition and outcome. Empty your cup and be prepared to learn and grow with your audience if you are going to be allowing people to show up authentically. Mind the experience, make it fun & exciting.

Find early adopters that support the change, create safe experiments that can prove the change works and create momentum and a movement. Don’t wait to convince everyone to take the first step together. Celebrate and communicate the successes and the failures as you go.

When as a leader there is conflict in the team due to cultural change.. 1. Conduct a meeting : Gather all the team members and conduct a meeting to understand the situation. 2.Listen empathetically : Be patient and be empathetic to each party. 3. Understand the reason for the conflict : After listening analyse the reason and the root cause of conflict. 4.Be neutral and transparent : Don't be biased, be transparent and try to be neutral . 5.Define the policy and if no policy is existing frame a clear cut policy. 6.Develop a collobrative and cordial relationship environment in the organisation.

Identify the core expectations and align them with your organization's values. Communicate transparently with all leaders, seeking common ground. Encourage open dialogue and address concerns respectfully. Navigate with empathy and clarity, ensuring everyone feels heard. This balanced approach can unify your team and drive positive change. 🌱

Whilst every leader worth their salt listens to the opinion and thoughts of others - never sacrifice your principles or beliefs on the right way to treat people and behave in general. Our teams are a reflection of our leadership and that can mean having the bravery to step away from the expectations that come from above.

I have found that change is often more readily accepted, and successfully accomplished, if it is explained. Explain the "why", and collaborate on the "how", so you and your team can effectively execute on the "what". Circle back often to reinforce the "why" behind the change, and always remain open to new insights from the team as you progress through the change together.

La mejor estrategia para manejar expectativas de liderazgo en conflicto es crear acuerdos claros desde el principio a través de un "Contrato de Liderazgo." Cómo hacerlo: 1. Reunión inicial de alineación: junta a los líderes clave para definir el objetivo principal del cambio, las prioridades innegociables y las reglas básicas de colaboración. 2. Documenta el acuerdo: en un documento corto, especifica roles y responsabilidades claros, indicadores clave de éxito y los procesos de resolución de conflictos. 3. Revisión periódica: programa check-ins regulares para revisar el contrato, evaluar el progreso y hacer ajustes si es necesario. Este enfoque mantiene a todos alineados y comprometidos. Lo implementarias mañana en tu empresa?

Have courage. Acknowledge the conflict. Listen to the differing sides. Conflict is necessary to drive high performance. Create opportunity for constructive ideation. Clarify and agree outcomes. Celebrate moving forward.