How to Navigate Team Transitions in Consulting

A few years ago, I was working with a team that had just undergone a significant organizational restructuring. One of the team members had been with the company for over a decade and was deeply uncomfortable with the sudden changes. He shared with me privately, “I’m not sure I can adapt to all of this. It feels like everything I’ve known is being turned upside down.” I could see how his discomfort was starting to impact his engagement and overall performance. So, I took a step-by-step approach to help him navigate his uncertainty: 1. Start with Listening and Acknowledgment Instead of jumping straight into action mode, I took time to truly listen to his concerns. I acknowledged his feelings and the simple validation by saying something along the lines of, “It’s completely normal to feel uncertain right now. Change can be difficult, especially when it’s unexpected.” This simple validation made him feel heard and respected. 2. Reframe the Situation I asked him to share what he found most frustrating about the change. As he explained, I guided him to see it from a different angle. Instead of focusing on what was being lost, I encouraged him to think about what new opportunities could emerge. This wasn’t an immediate shift, but by asking questions like, “What’s one thing you’re curious to try now that this change is in place?” he started to see small, potential positives. 3. Set Small, Actionable Steps To make the change less overwhelming, we broke down the new expectations into smaller steps. We set goals for the week—things he felt comfortable trying, like using a new project management tool or participating in a different type of team discussion. Each time he completed a small step, I made sure to celebrate the progress, reinforcing his willingness to adapt. 4. Encourage Peer Support I paired him with another team member who was more comfortable with change. They became accountability partners, exchanging tips and supporting each other through the transition. This peer connection made him feel less isolated and more willing to experiment with the new way of working. 5. Reflect and Reinforce After a few weeks, I scheduled a follow-up conversation with him to reflect on his journey. He shared that while he wasn’t completely comfortable with the changes yet, he felt more capable and confident in handling them. I reinforced the progress he had made, reminding him of where he started and how far he’d come. The transformation wasn’t overnight, but by meeting him right where he was and guiding him through small, intentional actions, I watched him shift from resistance to a willingness to try. That’s the power of patience and coaching through change. If you have a team member struggling with change - be patient. Start small, listen deeply, and celebrate every step forward. #Leadership #ChangeManagement #TeamDevelopment #CoachingThroughChange

I recently worked with a team driving a significant change initiative, only to face a lot of pushback from their team members. It reminded me of something Dr. Brené Brown has shared from her research: The number one shame trigger at work is fear of irrelevance. When we’re in shame, we behave in very patterned ways: we avoid, we appease and people-please, or we fight against. As leaders, we often find ourselves in positions to lead change. If we’re not considering how that change might trigger fears of irrelevance, we’re only making the process harder. Think about it. When team members feel irrelevant, they might: Avoid: Missing meetings, not engaging in discussions, or failing to contribute ideas. Appease and People-Please: Agreeing with everything without offering genuine input, overcommitting to tasks, or trying too hard to please everyone. Fight Against: Openly resisting changes, being overly critical, or spreading negativity. These behaviors can seriously hinder your change initiatives. Avoidance leads to a lack of innovation and progress. Appeasement results in half-hearted efforts and burnout. Resistance creates friction and slows down the entire process. As leaders, it’s crucial to recognize these patterns and address them head-on. Start by acknowledging the potential fear of irrelevance. Open up conversations about how changes might impact roles and responsibilities. Show empathy and understanding. By creating an environment where team members feel valued and relevant, we can ease the transition and make change less threatening. Encourage open dialogue, validate concerns, and highlight the importance of each person’s contribution. Remember, leading change isn’t just about the new processes or strategies—it’s about the people. Addressing the emotional aspects of change can transform resistance into resilience and pushback into progress. Next time you're leading a change initiative, consider how you're addressing these emotional triggers. How have you navigated these challenges with your team? Let’s share our stories and insights! #facilitator #thoughtleadership #businessleaders #teamdevelopment #decisionmaking Leading Authorities, Inc.

What’s the key to navigating change without losing your team’s trust and momentum? (A Hint: It’s not about controlling the change - it’s about leading with emotional intelligence.) Change is inevitable, but it doesn’t have to be overwhelming. In my 20+ years of leadership experience, I’ve learned that the best leaders don’t just adapt to change - they make the journey meaningful for their teams. Emotional intelligence isn’t just a “nice-to-have” during transitions... it’s the foundation that keeps teams motivated, aligned, and resilient. Here’s how emotionally intelligent leaders embrace change: 1) Pause Before You React. Take a moment to reflect on the situation before responding. Your calm sets the tone for your team. 2: Communicate with Empathy. Be transparent and acknowledge the challenges. People want to feel heard, not just instructed. 3: Focus on What You Can Control. Guide your team to channel their energy into solutions instead of worrying about what’s beyond their influence. 4: Celebrate the Small Wins. Every milestone during change is an opportunity to build confidence and reinforce progress. "Change is inevitable, but an emotionally intelligent leader makes it a journey worth embracing." When you approach change with emotional intelligence, you’re not just leading through it - you’re building trust, fostering growth, and leaving a lasting positive impact on your team. Which of these steps resonates most with your leadership style? Let’s discuss in the comments below! If you’re navigating change in your organization and want to foster stronger leadership connections, let’s connect and exchange ideas. Together, we can lead change with purpose and impact. Wishing you a productive, meaningful, and inspiring Friday! Chris Clevenger #LeadershipDevelopment #EmotionalIntelligence #ChangeManagement #TeamBuilding #PositiveLeadership

Recently, I faced a challenging situation that many HR leaders will experience: key team players decided to move on. Their departures happened pretty quickly and forced us to regroup and refocus. There were three ways we did this: 1️⃣ Reorganize The teammates who left had some important tasks in their daily workload, so we had to redistribute these to other employees. This was only temporary and required constant adaptability on everyone’s parts. Sometimes, you just have to do tasks that weren’t in your original job description. 2️⃣ Engagement Losing co-workers can often shake people’s perception of their workplace, so we conducted regular 1:1 meetings to make sure we were listening to each other. Not only is it a chance for us to ask them how they’re feeling, they can also ask us any questions. This kept everyone engaged. 3️⃣ Communication This goes back to engagement—we wanted to make sure everything was transparent and that momentary shifts would happen. Anxiety is inevitable. Communication helps lessen it. Transitions aren’t always easy, but they don’t have to be a pain, either. They reinforce an important truth in people management: how we lead through change defines our ability to build a stronger organization. How have you navigated major team changes? What do you think? #changemanagement #HR #talent