The stakes are high and people are nervous.
They have bills to pay, families to support and uncertainty about the future.
As a leader, it’s your responsibility to cut through that fear and create a sense of direction.
Its not easy, but here are some things I’ve learnt along the way:
🛟 Give the Team a Voice
When people feel their concerns are being heard, they’re more open to change. It’s not just about letting them vent what’s bad, it’s about getting their input on what good looks like. Their involvement is crucial for rebuilding trust.
🛟 Move Fast but Act on Evidence
Speed matters
You need to get to the heart of the problem quickly. Use data to guide decisions and find evidence that supports or challenges what you’re hearing. While you shouldn’t ignore anecdotes (they often contain the seeds of the problem) don’t let them be your only source of truth.
🛟 Get Leaders Aligned or Make Tough Calls
If your leadership team can’t see the internal issues or they’re stuck blaming external factors, that’s a red flag. They need to buy into the transformation, fast. If they can’t or won’t, then it’s time to move on.
🛟 It’s not you, it’s about them
As a leader, you can provide direction, set the strategy and make tough decisions but success ultimately comes from the team.
They’re the ones who execute, adapt and make things happen on the ground. Your role is to empower them, remove obstacles and create an environment where they can thrive. If they don’t believe in the mission, no amount of leadership will change the outcome.
Turning a business around takes so much more than just new strategies and processes.
It’s at minimum about creating a culture of transparency, urgency and shared purpose.
Get the team onside, act on evidence and don’t shy away from the tough decisions.
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