Lead Purposefully: Supporting People Through Transitions

Four simple - yet often overlooked or forgotten - insights to keep in mind when leading through transitions.

I recently participated in a conscious dance workshop where the theme of the day was TRANSITIONS.

Life transitions. Professional transitions. Transitions we'd planned. Transitions we hadn't. And what surfaced as we danced were the myriad emotions that frequently cycle through during times of chaos and significant change: excitement, grief, anxiety, exhaustion, relief, resistance, uncertainty, overwhelm, anticipation...

As I explored the state of transition through physical movement, it became clear that the simple themes that emerged are the same ones that even the most experienced leaders face when navigating change within organizations.

Here are four simple - yet often overlooked or forgotten - insights to keep in mind when you are leading yourself and others through transitions.

1. Change is the one thing you can count on.

You might as well get comfortable with it, and help the people you lead do the same. Or at the very least set up strategies so they are better prepared to respond when change inevitably occurs.

2. Keep looking for that open space.

Navigating a transition is rarely a linear process. During times of change, there are often roadblocks that appear, adding barriers and frustration to the situation. These challenges are typically unexpected, and often unavoidable despite your best efforts. So when those roadblocks appear, instead of attempting to plow through them, look for that open space representing new opportunities to move your plan forward. 

3. Give up the place you're in.

Organizations often get so attached to their current plan that they miss opportunities for creativity and innovation. It's a trick to honor what was, with gratitude, and let go into something different. Yet it's important, because sometimes letting go of your original path of action and embracing a new direction as ideas emerge enables you to expand your impact on a wider scale and reach an even better outcome. 

4. Take the time needed to transition from outside to inside.

Going from something to something new is hard, especially for people who didn't have a voice in the decision process. Even the best and most experienced leaders often forget that not everyone has the same vision, context or history of the situation as change begins to occur. Before assigning tasks and setting deadlines, build in time to communicate the situation and the plan purposefully and thoughtfully. Giving people time to ask questions and internalize the change can often decrease resistance and speed up the transition process in the long-run.