Welcome to February and the month of ❤. Has anything in your professional world changed already in this new year? Dumb question?
I recently had the privilege of co-presenting to a large group of executives about supportive leadership during times of constant change. We explored the Bridges Transition Model and how leaders can guide their people through the psychological journey of change—not just the logistical one. An October blog from Monday.com hit on many of the same critical elements I discussed, which tells me this challenge has been top of mind for leaders for a while.
February might be the month of hearts and flowers, but for many leaders, it feels more like whiplash and overwhelm! If you’re navigating yet another pivot, reorganization, or strategic shift within your organization, you’re not alone. What you can do during this month of love is to remember you ‘can’t pour from an empty cup’. Supporting your team through change starts with supporting yourself first.
☎ Book a 20-minute Discovery Call and I’ll help you determine how ready you are, personally, to lead yet another change.
Change fatigue is real and widespread. According to Gallup, 7 in 10 employees have experienced disruptive change in the past year, leading to burnout and disconnection. As a leader, you’re not just managing your own reaction—you’re setting the emotional tone for your entire team. When change becomes constant, leaders often skip the crucial step of processing their own response, jumping straight to “rallying the troops.” But unprocessed frustration, anxiety, or disappointment doesn’t disappear—it shows up in your communication, your energy, and your decision-making.
4 Ways to Support Your Team (and Yourself) Through Constant Change:
🧠 Make Sure You Process Your Own Reaction First: Before you communicate change to your team, take time to work through your own feelings. Be reflective, talk with other peers, especially those who are going through similar experiences, or simply sit with the discomfort while you are gaining more clarity. Your ability to regulate your response shapes how your team interprets and adjusts to the change.
🔍 Be As Clear and Transparent As You Can: Ambiguity breeds anxiety. Share as much as you openly can regarding the “why” behind the change, what it means for your team, and what hasn’t changed. If you don’t have all the answers, say so—and commit to following up when you do.
💬 Encourage Real Reactions: Resist the urge to silver-line everything. Your team needs permission to feel disappointed, frustrated, or uncertain. Listen deeply and validate their emotions. This builds psychological safety and helps people move forward faster.
🎯 Define Success and Share Progress: One of the hardest parts of a transition for employees is not knowing what’s expected of them in the ‘new change’. Without clear goals and a sense of purpose, even highly engaged performers can lose trust and confidence. Even if you don’t have full clarity, you can still focus on short-term goals, set immediate priorities, and share what is on hold. Give the team something tangible to work and prevent them having to live in ambiguity by sharing your vision for what the change will deliver.
Need some coaching along the way? Introducing the 6-Month Self-Aware Leader 1:1 Executive Coaching Accelerator program for ambitious leaders-of-leaders who always want to bring their best self forward, especially during constant change.
💕 This Valentine’s Day, show yourself and your team some love by creating space for honest dialogue, offering consistent support, and remembering that effective leadership during change isn’t about having all the answers—it’s about being present through the questions.
Here’s to bringing your best self forward,
Loretta