The antidote to change fatigue

By Jenn Cutajar, Impact Coach

Change is no longer an event – it’s a constant. And we’re seeing leaders struggling to help their people evolve to this new normal. They say their teams often lack prioritization and clarity, don’t manage their time well, and experience burnout on a larger scale than ever before.

It’s easy to see why. In an environment where tactical initiatives can shift quickly, it can lead to misaligned priorities across the organization. Our teams can become less productive and effective, resulting in not feeling as fulfilled or connected to careers. For leaders, this can turn into doing more tactical vs strategic work to help address the gaps, taking us away from the work that contributes the most to advancing the organization’s long-term goals.

There are two key steps we can take as leaders to regain our strategic focus and better support our people in managing this constant change. Rather than the leader owning all the change and pulling the team along, these steps help create an environment where the team is solution-focused and comfortable, rather than being uncomfortable dealing with all the change.

Step 1: Communicate consistently and regularly

Our people have to feel a connection to the work they’re doing, starting with understanding WHY they’re doing it. And that needs to be communicated on a consistent basis. Rather than a ‘one and done conversation, think regular communications that ground each person’s work in the organization’s overall goals and business outcomes

• The communication has to be clear – not muddled with additional information.
• Be sure to explain and define expectations.
• Repeat the message at regular intervals to ensure it’s being heard correctly.

As priorities change, ensure the team understands and has plans for how their work will shift to accommodate.

For example, if the organization is working toward increasing revenue, that’s not something that’s just going to disappear. But how the team gets to increase revenue may change when priorities shift. Communicating consistently with the team to keep them focused on the end goal, will help them stay motivated, connected, and performing at a higher level through all the change.

Step 2: Validate their understanding

After every communication, it’s important to check in with each team member, ensuring they understand their next steps and confirming they’re making progress. Ask open-ended questions, such as:

• How are you going to move forward?
• What are you going to be accountable for?
• What help do you need to continue making progress?

This works best in regular meetings to provide the opportunity for real-time check-ins and coaching. It gives our teams the chance to ask questions, receive direction, and understand how they can confidently move forward.

When we clearly communicate goals and direction in a meaningful way, we experience less misalignment with our teams, which allows for better quality work.

It reduces the “whiplash” our people feel during constant change, reduces communication breakdowns, and allows them to focus on what’s most important. For their benefit and that of the whole organization.

Let’s get started

We’re here to help. Contact us to find out how your leaders and teams can communicate and connect more meaningfully during today’s new era of change – so everyone can thrive.