One of the key responsibilities of leaders today is to lead change effectively. When we manage change well, our team operates comfortably within their environment, feeling empowered and supported. If we fail to lead change well, however, they may feel constrained, overwhelmed, or completely lost. Our challenge as leaders, then, is to shape their environment so they can stay productive and engaged during periods of change.

To manage change effectively, there are five essential steps leaders should take consistently:

1. Harness the Vision for Change
Leaders must help the team understand the “why” behind the change. This isn’t about casting a new vision—the vision that prompted the change is already in place. Instead, we need to help them see the significance of the change and why navigating it successfully will benefit the organization. By harnessing the power of this vision, we inspire commitment to the process.

2. Clarify New Expectations
Change often brings shifts in expectations. Leaders must communicate what’s expected in the new environment. For example, employees may have new leaders, need to relocate, or adopt new ways of managing or collaborating. If the organization has acquired a competitor, for instance, team members may now need to work alongside former competitors. Leaders should clearly define and explain these new expectations, giving employees a clear picture of what is expected of them moving forward.

3. Communicate Timely Updates
Timeliness in communication is essential during times of change. While good communication is always important, here, the focus is on sharing information as soon as it’s available. Tell employees what you know when you know it—don’t hold back. This transparency keeps employees engaged and informed, reducing uncertainty and promoting a sense of inclusion and clarity.

4. Apply the “Stop, Start, Continue” Framework
During change, it’s crucial to guide team members on what they should start, stop, and continue doing. This framework provides clarity:

• Start: Identify new tasks, tools, or routines they’ll need to adopt—like using new software, attending new meetings, or selling a different type of product.
• Stop: Help them evaluate and eliminate priorities that are no longer relevant in the new environment.
• Continue: Reinforce which ongoing responsibilities or processes remain essential to productivity. Going through this process allows employees to adjust their priorities and stay focused on what matters most in the new landscape.

5. Sustain the Energy for Change
Finally, energy and momentum need to be sustained. Leading change isn’t a one-time effort; it requires ongoing reinforcement. Leaders must continually remind employees of the vision, renew their excitement about the opportunities the change brings, and ensure they feel informed, focused, and motivated. By revisiting these steps consistently, employees remain engaged and resilient.

In summary, an organization’s ability to adapt to and thrive during change is directly linked to how consistently and effectively leaders apply these five principles. By harnessing the vision, clarifying expectations, communicating promptly, guiding actions with the “stop, start, continue” approach, and sustaining energy, leaders can foster an environment where employees cope with and flourish through change.