Change can be intimidating, especially when certain routines have been followed so strictly for so long. To many people’s oblivion, change is inevitable, as nothing in the world stays the same, nor do our lives always stay the exact same course throughout. Similarly, in the business world, one can think of life’s changes as adjacent to the changes that CEOs and their companies undergo in time. Change has not only become inevitable in business, but highly expected and the one constant that business owners can rely on. It seems ironic, but having the humility to embrace change goes a long way. Business leaders and employees alike must  become more adaptable as a way to balance change, whether positive or negative. 

In reality, leadership plays a critical role in navigating changes successfully. Business leaders should always possess strong change management skills. Change management, put simply, is the ability to navigate changes within an organization and see it as an opportunity of growth. Many CEOs perceive change as a phenomenon that will lead to the demise of their company. While this perception is not entirely false, leaders should view organizational changes as ways to make their company rather than break it; a way to enhance the performance or position of the company. As a result, leadership will ultimately play an important role in the outcome of changes in a business. 

To best understand how leaders can effectively implement change management, team members must begin to see their higher-ups as more than just business owners, but as leaders. CEOs and business leaders must adopt the dual role of being executives as well as strong, dependable leaders who employees trust and value. The dual role comes with great responsibility, as business leaders take on leadership responsibilities and operational demands, placing an enormous amount of pressure on their shoulders. This pressure, however, cannot force business owners to carry the entire company by themselves, which is where the trust and reliability of their employees comes into play. 

Explaining these myths is never to say that change does not present any major challenges. In fact, change is just about the single greatest challenge to a company for as long as it has been around. The following are common challenges that business leaders face in the midst of transition:

1. Chances are leaders will face resistance to change every now and then because of the discomfort it creates. This goes hand-in-hand with employee disagreement, lack of leadership support, and lack of employee engagement. The ability to manage this push back gives companies the upper hand against the uncertainty that change causes. 
2. There is also a lot of pressure to make critical decisions with limited information. Counteractively, leaders should conduct research as a means of finding said information about the latest market trends, high-selling products, and consumer interests. 
3. Equally as important as tactical components are the strength and well-being of all team members. It takes a load off everyone’s shoulders when teamwork is conducted as a well-oiled machine that contributes purposefully and positively. Leaders must do their best to maintain team morale and engagement to boost their enthusiasm and willpower with which team members perform and execute tasks, strategies, and plans. 
4. Additionally, because the market is ever-changing, so will a company’s market strategies and investments. To align business goals with evolving market conditions is to get ahead in the game and plan for eventual changes. Remember: change is inevitable. 

All in all, to best manage and overcome these challenges and to mitigate the severity of issues they create, it is important to communicate clearly – including listening to employees – make strategic decisions, maintain balance, and be motivated, resilient, and adaptable.

The notion of adaptability provides business leaders and team members with a sense of belonging amidst their ever-evolving corporate atmospheres. There are several major components that play into strategic navigation of change and how to adapt properly and effectively. 

Effective Communication

For one, being transparent about changes and how they could impact the company should be the number-one priority. This gives employees the space to first discuss what to expect from these changes and how to address them in the best interest of the company. Once these concerns are addressed, business leaders must always bring an open dialogue to the forefront. 

Communication goes both ways, not merely an executive barking at their employees. Plus, allowing employees to have minds of their own and a voice will boost their morale and give them a sense of belonging and responsibility. To get everyone on board, executives should use clear, consistent messaging to align the team and the company’s goals, values, and overall mission. 

Empowering the Team

Referring back to morale, team empowerment is just about the most significant aspect of change management. Business leaders should always involve employees in the change process, no matter how major or minor their role is. Additionally, leaders have to provide employees with what they need to perform. This means supplying them with the necessary resources and support in order to be as efficient as possible. 

What purpose-driven leaders all have in common is their ability to foster and encourage innovation and adaptability. These qualities are key to managing the impact of changes to the corporate environment and market. Unique ideas and effective collaboration will pave the way (path) towards successful navigation. 

Strengthening Resilience and Adaptability

Implementing resilience among team members will afford them the adaptability to embrace change and use it as a learning opportunity and area for growth. This also means fostering a growth mindset so that employees never feel uninspired nor experience change fatigue. It is an important reminder that setbacks are inevitable, but learning from them is what matters most. It enables company leaders and employees to adjust strategies appropriately and remain flexible while still maintaining focus on core business objectives. 

Maintaining Stability While Inspiring Confidence

Lastly, one of the primary focuses should always be stability, despite any circumstance. This is why executives must lead with composure, always keeping a positive attitude and proactive mindset. This means reinforcing company values and long-term vision as reminders of what the true purpose is. It also means celebrating small wins to boost morale and inspire confidence in employees regarding their hard work, productivity, and success. 

The following is relevant advice that can help company leaders and their employees alter their mindsets and embrace change holistically. It all starts with a growth mindset and positive outlook on how change can influence a more productive work environment and achieve company goals. This is why it is practical to align all leadership strategies and company operations with desired outcomes. In fact, according to the Corporate Leadership Council in the United Kingdom, “one-third of major change initiatives fully meet the goals set by the organization” (CLC). In other words, just over 30% of proactive strategies that UK corporations utilize are successful in navigating the impact of change. This suggests there is some success with change leadership but room for improvement as well. This area for growth can spur on leaders to examine their own leadership styles during transition and encourage them towards adopting a trust-based and resilient leadership strategy. 

As John F. Kennedy once said, “Change is the law of life, and those who look only to the past or present are certain to miss the future.” Change truly showcases a company’s ability to adapt to and overcome adversity. The “future” that Kennedy alludes to is the potential for change to drive opportunity. Companies can accomplish their goals when presented with change based on the outlooks and perceptions they have, not on the gravity of the influence change may inevitably have. Remember: the way business owners view change can either make or break the company. Will they see it as a nuisance on their list of tasks and priorities, or will they embrace it as an opportunity for organizational transformation? The latter is the most inspiring and always will be.

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