By Tim Huff
President & CEO, TLG
Change is upon us! The third quarter of the year is usually when life really gets hectic. Work projects are in full swing, new processes and tools are being rolled out, organizational changes are happening all at the same time, kids are going back to school, after-school sports and activities are ramping up, etc. After enduring the challenges of the first half of the year, we and our teams often begin to feel exhausted and fatigued. Normalcy and stability are set aside and managing through change is the new normal.
It’s especially during these times that leaders need to be extra vigilant to provide the proactive leadership needed for our teams to thrive in the ambiguity that accompanies change. Here are a few thoughts to help navigate through these tough times.
Focus on the Steady Ground: What’s Not Changing
When dealing with change, it’s easy to focus solely on what’s new or different. However, an effective tool in leading teams through change fatigue is to emphasize what isn’t changing. Reminding your team of the organization’s mission, vision, values, and guiding principles provides a stable foundation in all the turbulence.
Our mission and vision are the bedrock of our organization. They define who we are and what we strive to achieve. These elements don’t shift with every new initiative; they are the compass that guides all our actions, including the changes we implement. By reinforcing these constants, we provide our teams with a sense of continuity and purpose, even as they face new challenges.
Values and guiding principles are equally critical. They define our culture and the way we work together. These values, like integrity, respect for others, and responsibility to the organization, remain the same, regardless of the changes we undertake. By consistently aligning new initiatives with these enduring values, we help our teams see change not as a departure from what they know but as an evolution of it.
Clearly Communicate the Purpose and Benefits
Another key tip for leading through change fatigue is clear and consistent communication about the purpose and benefits of the changes. When people understand the “why” behind the change, they are more likely to embrace it rather than resist it. Start by explaining the rationale for the change: Why is it necessary now? How does it align with our long-term goals? What problems does it solve, and what opportunities does it create? This context helps employees see the change as a strategic move rather than a random disruption.
In addition, focus on the benefits—both for the organization and for the individual. How will this change make our company stronger, more competitive, or more innovative? How will it improve the work environment, make processes more efficient, or open up new opportunities for career growth? When employees can see what’s in it for them, they are more likely to support the change and less likely to feel fatigued by it.
It’s also important to acknowledge the challenges that come with change. Don’t gloss over the difficulties or pretend that everything will be easy. Instead, be honest about the challenges and offer support in overcoming them. This approach builds trust and shows that you’re in it together with your team.
Don’t Forget Self-Care!
Amidst the focus on organizational change, don’t forget the importance of our well-being. Change fatigue doesn’t just affect work performance; it can also take a toll on physical and mental health. Especially during times of intense change, we as leaders need to pay close attention to signs of chronic stress and burnout. Encourage team members to take breaks, leave the office at a normal time, and respect their AFK (Away From Keyboard) time.
Also, leaders should model self-care behaviors by respecting our own work/life integration boundaries and taking time to refresh and recharge. When your team sees you taking care of your own well-being, they are more likely to follow suit. This not only helps prevent burnout but also reinforces the idea that taking care of oneself is a priority, even—or especially—during times of change.
Leading Through Change: A Balancing Act
Leading through change is a balancing act. On one hand, you need to drive the change forward, ensuring that your team understands the necessity and benefits of the new direction, and on the other hand, you must be mindful of the pace of change and the toll it can take on your team.
By grounding your team in the foundational things that don’t change, clearly communicating the purpose and benefits behind changes, and by emphasizing the importance of self-care, you help your team maintain their health and well-being, ensuring they are equipped to navigate the changes ahead.
In doing so, you not only help your team manage change fatigue but also strengthen their ability to adapt and thrive in an ever-changing environment. Change is inevitable, but with the right approach, it doesn’t have to lead to fatigue—it can lead to growth, innovation, and a stronger, more resilient organization!
Thanks,