At times of transition at the helm, make it a point to communicate openly and consistently in order to clear the uncertainties in people's minds and align them towards a common objective. Encourage teamwork through cross-team communications, with the importance of group success. Recognize the contribution of each member; that will create the sense of value and ownership. Allow the teams to come together through some form of team-building activities that help build trust and cohesion. Reduce uncertainty and develop a collaborative team-oriented culture by being transparent and supportive.

Listen better and check for understanding. Create a shared vision for the entire team. Repeat important messages. Create dialogue and check for understanding. Transformational leaders know how to encourage, inspire and motivate employees to perform in ways that create meaningful change. The result is an engaged workforce that's empowered to innovate and help shape an organization's future success. Create regular opportunities for personal connections. Use calls to action.

In uncertain times, I have found collaboration is a strategic advantage. McKinsey reports teams prioritizing collaborative decisionmaking are 1.9x more likely to succeed. C-Suite Leaders: 1. Set a clear vision: Align teams with transparent, frequent, accessible communication—acknowledging risk and uncertainty to garner trust: 2. Build trust: Foster psychological safety to empower decision-making—demonstrate your character and your competence. 3. Leverage technology: Use business tech tools to streamline workflows and connect teams. 4. Celebrate wins: Boost morale by recognizing small achievements. 5. Model collaboration: Demonstrate cooperative leadership at every turn! Collaboration transforms uncertainty into opportunity.

When a team struggles through a tough change, keeping morale high is key to maintaining focus and trust. I communicate openly, explaining the reasons for the change and its long-term benefits. Recognizing small wins along the way keeps motivation alive and reinforces progress. I also ensure the team feels supported, offering tools and space for collaboration to build resilience. This approach helps them stay engaged and confident through uncertainty.

One of my favorite activities to cultivate collaboration is around goal setting for the team. As the leader of organizational design, I scheduled a series of working sessions with the team and started by asking: 1) How do we want OD to evolve in 2025? 2) What’s the one thing we must get right? 3) How can we engage partners / leaders at the right time & at the right level? 4) How can we bring in continuous improvement? 5) How should we be more accountable towards results / outcomes of the work? 5) What are the accomplishments we want to share at the enterprise level at the end of the year? This sparked great conversation and got everyone excited to see their perspective included as we started setting goals for the coming year.

A few years ago, my team faced a leadership change that felt overwhelming but taught us valuable lessons in collaboration. To navigate the transition, we prioritized open communication, holding informal check-ins to address concerns and clarify the new direction. We redefined goals, proactively aligning our work with the new leader’s vision, which fostered unity. Celebrating small wins, like completing projects, boosted morale and created momentum. Building trust was key—I encouraged transparency and shared ownership of challenges, like adapting to a new system. Leadership transitions are tough, but focusing on communication, empowerment, and shared goals can turn uncertainty into an opportunity for growth.

Change always needs open honest communication. The best way to support change is to communicate the value add that the change will bring. Make sure that employees are singing from the same songbook by incorporating key personnel in the workforce that share the same message. I call these people change agents and encourage them to get involved and challenge themselves and others to think outside the box and share positive thought and ideas that can, or possibly come from a new way of working.

Leadership transitions often create uncertainty and fear, especially if frequent. To foster collaboration and confidence: Acknowledge and Reassure: Address team concerns openly, explaining that such changes aim to align with evolving business needs. Emphasize that transitions are opportunities for growth and reassure the team of the organization’s commitment to bringing in the right talent. Stay Anchored to Goals: Maintain focus on business potential, growth targets, and the product roadmap. Communicate how team efforts align with long-term objectives to prevent leadership changes from becoming distractions and to keep morale high. These steps help teams stay united and productive during transitions.

Leadership is all about how you can influence others to do or perform exceptionally more than what they would ordinarily do.Consequetly,it is important to purse and think or figure out what needs to be to be done to ginger people to go the extra mile.Effective communication is therefore essential as well as working collaboratively and showing empathy where it is necessary to help galvanize the workforce to operate as a team.When these are effectively done it will be easy to push people to contribute of their best since everyone will have the conviction that the ultimate goal is for the general good of the people.Consequently,change will not be resisted and better results will be achieved.