Leading Change: Helping People Move Forward

Change is a constant in organisations. But successfully implementing change is about much more than having a good plan.

People need to understand the change, connect with why it matters and feel supported as they move through it.

And that means leaders have an important role to play.

I recently had the pleasure of facilitating the Leading Change programme with a team of leaders from Foodstuffs North Island.

It was fantastic to see the team engage so positively with the programme and, importantly, work collaboratively to support each other’s learning.

Together, we explored some of the key elements that help leaders engage, support and coach people through change — and ultimately optimise outcomes.

Change happens through people

Even when the business case for change is compelling, the experience of change can be very different for the people involved.

People may be enthusiastic about what lies ahead. Others may be uncertain, frustrated or concerned about what the change means for them. Some will adapt quickly, while others may need more time, information or support.

Effective change leadership means recognising these different responses rather than assuming everyone will experience change in the same way.

Leaders have an opportunity to help people make sense of what is happening, understand why it matters and see how they can contribute to the future.

Engage, support and coach

So, what can leaders do to help people successfully navigate change?

Engage people.
Communicate the purpose and direction of the change clearly and consistently. Create opportunities for people to ask questions, contribute ideas and understand the role they play.

Support people.
Stay connected to what people are experiencing. Listen, acknowledge concerns and recognise that individuals may need different levels or types of support as they move through change.

Coach people.
Rather than feeling the need to provide every answer, use questions and conversations to help people think, explore possibilities and build confidence in navigating the change themselves.

These leadership practices help shift change from something that is simply being done to people towards something they can understand, engage with and contribute to.

Leadership makes a difference

During periods of change, people look to their leaders for clarity, consistency and confidence.

That doesn’t mean leaders need to have every answer.

It means being intentional about how they communicate, creating space for meaningful conversations, listening to what people need and adapting their leadership approach accordingly.

It also means recognising that successfully leading change isn’t a single communication or event. It is an ongoing process of engagement, support and coaching.

When leaders have the capability and confidence to do this well, they can help their people move forward and increase the likelihood of achieving positive and sustainable change outcomes.

It was a real pleasure working with the Foodstuffs North Island leaders and seeing the energy, collaboration and commitment they brought to their learning. I wish the team every success as they continue to put that learning into practice.

How confident are your leaders in engaging, supporting and coaching people through change?

Discover how Mather Consulting’s Leading Change programme can help leaders build the capability and confidence to lead people effectively through change.

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