Hier erfahren Sie, wie Sie Ihren Führungsstil an die unterschiedlichen Teambedürfnisse während des Wandels anpassen können.

Change is seen by many as a threat, although if brought well is actually should be an opportunity. An opportunity as people who have the ambition to grow can grab the opportunity and others who are not happy in their current roles can find a better opportunity. However this all depends how change is brought and people are involved. I believe in giving people responsibility to come with their vision of change, or their views how a change plan can be implemented. Allowing people to participate, ventilate and adapt works in most cases.

Lately, we started talking about change as if it was something new. In truth, things have always been changing - maybe not at this pace but adaptability, the ability to adapt to changing environments and circumstances, is one of the best evolved skills humans have. It was written into our genome right from the beginnings of humankind. And this we also tend to forget: In order to adapt well to change, we need BOTH types: the adventurous AS WELL as the sceptic. Without the former, we would still be sitting on trees. Yet, the latter have saved us from taking unnecessary risks. If you have both types in your team and help them see that only together they can master this challenge, I think, your change project is on a good path to success.

Before you can adjust how you lead you need to take time to understand the individuals and the team dynamics as such. It's comparable to coaching a soccer team full of individual stars into high performance. Who is motivate or frustrated by what? Is the change threat or opportunity equally for all team members? etc. By the time you figured these details and important insights, you will find it very easy to approach the team as team as well as each individual in the right way. Build rapport with them, share facts or vision (depending on the kind of change) and establish a constant dialogue and feedback loop.

During times of change, it is essential to ascertain the individual needs of your team members. This includes understanding their concerns, motivations, and the support they require. Some team members may require more guidance and reassurance, while others may prefer autonomy to adapt in their own manner. Engage in open communication to gather insights and determine the most appropriate leadership approach to align with their needs. This approach will engender trust and demonstrate your commitment to their well-being, which is crucial for maintaining morale and productivity during change.

Eine klare Kommunikation ist der Schlüssel, um Veränderungen erfolgreich im Team zu managen. Damit dein Team die Gründe für die Veränderung versteht. kläre nicht nur, was sich ändern wird, sondern vor allem warum. Zeige auf, welche Vorteile die Veränderung mit sich bringt, wie sie zur Verbesserung beiträgt und welche Konsequenzen es hätte, nichts zu tun. Biete Raum für Fragen und Bedenken. Dein Team sollte sich sicher fühlen, Rückfragen zu stellen oder Unsicherheiten zu äußern. Ein offener Austausch schafft Vertrauen. Setze die Veränderung in den Kontext der langfristigen Unternehmensziele. Zeige auf, wie diese Veränderung das Team und die Organisation voranbringt.

Any change for it's successful implementation, communication with purpose is the most important factor. Additionally task deployment based on skill set, creating work atmosphere to facilities change, celebrating small wins can help for sustainable change

I believe this is one of the most difficult things. Bringing together individuals requires empathy, communication, vision, and taking ownership of the required projects. Someone needs to understand what each individual's goals, skills, different characteristics and personality is and bring all those together by creating a common vision and communicating it in the right way.

I love using the 7Cs of Communication. Clarity: How can I simplify my message? Conciseness: What key points should I include? Concreteness: What examples will strengthen my message? Correctness: How can I confirm the information’s accuracy? Consideration: How can I address my audience’s needs? Courtesy: How can I maintain respect and professionalism? Channel: What’s the best medium for this message?

Create a forum for voices involved in the change management to be heard. Having champions in each domain also eases the transition.

Providing adequate support for each member of the team is key to empowering them to fall forward. A leader must make the requisite resources ready and allocate them accordingly. Also, he or she should be ready at anytime to help team resolve any problems that arise during the change management.

One crucial element in empowering teams is the Art of Anticipation in times of change. Often viewed as an important indicator of high performance, it marks strong cohesion & trust amongst teams, & their ability to self-direct. It's about teams being proactive with the ability to imagine the future so they are better prepared to orientate & act with greater speed. As an authentic leader, encourage your teams to muster enough courage & boldness to develop self-awareness as a precondition to effective leadership. This mental ability prepares them to have the fore knowledge of how others are more likely to act or react in any given situation. Your teams will be more confident to take on the empowerment given to them to make better decisions.

Never openly or immediately shoot down any idea share by a member of your team. Encourage your team to be creative and feel comfortable taking that risk of sharing new ideas which may lead innovative solutions.

Oui responsabiliser les équipes, à la condition de ne pas s’en servir pour se dédouaner de ses propres responsabilités. Le leadership implique de travailler, non en équipe, mais en confiance. Et la première source de confiance vient de la personne en position de leader, par sa propre confiance en elle-même, son exemplarité, ensuite le sens de la responsabilité peut être instauré au sein de l’équipe.

There is not a one size fits all, which is only for the better. My experience (and supported by research) is that diverse teams drive more success. The essence and consequence of diverse teams is that everyone as their own needs and their own ways of working. As a leader you therefore need to be able to adapt to different leadership styles. You will always have preferent ones, but the most effective leaders have the ability to switch between many when required. Not an easy task and requires a strong self awareness and empathy from the leader

In times of change, truly effective leadership adapts to the unique needs of each team member. Recognize that diversity extends beyond background—consider individual skills, motivations, and concerns. Tailor your approach by providing clear communication, personalized support, and opportunities for growth during these moments. Engage in active listening to understand their perspectives, and adjust your strategy to ensure that every voice is heard and valued. By aligning your leadership style with your team’s diverse needs, and adjusting if and as needed, you can foster a resilient and united front in the face of change!

Adjust Leadership Style: Be ready to shift between different leadership styles—such as coaching, directive, or participative—depending on what each team member needs at different stages of the change. Responsive to Feedback: Continuously solicit and act on feedback, making real-time adjustments to your approach as the team’s needs evolve throughout the change process.

As the saying goes, "you have 2 ears and one mouth. You should use them in that proportion." ...Have a clear 'North star' message on 'what' you want to communicate. Tailor it for each audience and listen to their feedback to define 'how' to get there jointly.

To effectively support your team through change, it's essential to invest in their professional growth! So, to effectively navigate change, invest in your team's development. Identify their skill gaps and provide targeted training to equip them for the new environment. Mentorship, on-the-job training, and access to resources can further support their growth. By fostering a culture of continuous learning, you not only prepare your team for the present but also equip them for future challenges.

Ensure to regularly conduct needs assessments in helping to tailor training to address skill gaps; Provide personalized learning paths to boost engagement ; Foster continuous learning to promote ongoing development and feedback and don't forget to track progress and reward achievements to solidify new skills and most important one is to align training with everyday tasks for immediate relevance.

Change can be a great opportunity for growth, so encourage your team to develop new skills and take on new challenges. Investing in their development shows that you’re not just focused on the immediate change but on their long-term success as well. I made it a point to connect my team (and myself as well) with resources and training opportunities that would help them and me adapt and grow.

I will mention a few tips here. Mandatory leadership: When you need to make a quick decision or in a time of crisis, act more in a commanding manner. However, balance this approach with explanation and providing appropriate context. Coaching style: Use this method to help team members develop skills and confidence during the change process. Participative leadership: Involve the team in the decision-making process. make them more committed to change and reduce resistance to change.

Quanto melhor for a comunicação e negociação realizada com a equipe, mais ágil será a adaptação e construção dos próximos passos para cada membro. O líder é o responsável por guiar sua equipe em cada passo, disponibilizar recursos internos ou externos para que cada um consiga entender o seu propósito naquela entrega e qual é o valor que ela terá pessoalmente e profissionalmente. Este suporte é fundamental para garantir a motivação da equipe dentro das expectativas que foram geradas com a mudança.

This, again, depends very much on the company culture and the way the company is managed. Some companies celebrate together, some (especially the siloed / disconnected ones) leave it to the teams / organizational units themselves. All good - but each and every co-worker appreciates a recognition showing that his / her efforts are seen... Many companies and many managers have something to do in this respect... :)

Celebrate the wins. Small and large. Don’t miss to celebrate the people who show the right behaviors and therefore are successful. Putting them on stage literally or figuratively is an accelerator for change as their peers have a clear example of the how and the benefits of displaying the behaviors that promote the change. It’s also a strong talent development factor to make sure these champions are seen and praised in public. Try pick unexpected people and not the stars that always are in the spotlight. E.g. find someone who failed, learnt and changed as a result.

While we celebrate small wins, it is also important that we acknowledge failures as a learning step. No matter how careful one is, there are always flaws and failures. Handholding in such troughs is what matters to the team. Embrace the imperfections!

Con los equipos que he laborado, ha sido imprescindible trabajar en dar ese impulso comunicando los avances y felicitando los hitos conseguidos. Considero importante tener siempre dentro del plan de manejo de cambio, la metodología de cómo reconoceremos esos avances y alentaremos al equipo a seguir.

Need to embrace inclusivity and adaptability. Foster a culture of open communication and psychological safety, where team members feel valued and respected regardless of their differences. Recognize and leverage the unique perspectives and experiences of each individual, creating an environment where everyone feels empowered to contribute. Regularly check in with team members to understand their concerns and provide support. Be transparent about the change process, providing clear and timely information to reduce uncertainty and anxiety. Encourage collaboration and teamwork, fostering a sense of shared purpose and accountability. Celebrate successes and acknowledge contributions to maintain motivation and morale.