Navigate Change. Amplify Potential.
Stepping into a new role or project can be exhilarating. For both new and senior leaders, it’s easy to get caught up in the excitement of possibilities and overlook the importance of process. I’ve learned through experience that managing change successfully requires balancing enthusiasm with careful observation and thoughtful planning.
The Mistake I’ve Made (And Many Leaders Do)
Early in my career, I often prioritized solutions over emotions. I would step into a new situation, quickly identify inefficiencies or dysfunction, and immediately roll up my sleeves to start fixing them. My intentions were good, but the results were anything but. I was met with resistance, skepticism, and sometimes outright hostility. People didn’t trust me, didn’t support my efforts, and didn’t share my enthusiasm for change.
It wasn’t until I started taking a different approach—one that began with listening, asking questions, and understanding the perspectives of others—that I began to see real progress. This shift not only improved my results but also helped me build stronger relationships and gain the trust of my team.
Why Immediate Solutions Often Fail
When you’re new to a team or organization, diving in with solutions can feel like criticism to those who have been there longer. To them, your actions might suggest that their way of doing things is wrong or that their contributions aren’t valued. This creates defensiveness and resistance, even if your ideas are sound.
Research backs this up. Studies on resistance to change, like those by John Kotter and Kurt Lewin, show that people are more likely to embrace change when they feel involved in the process. Change imposed from the top-down, without input or collaboration, often fails because it doesn’t account for the human need to feel heard and respected.
The Power of Listening and Learning
Listening is more than just being polite; it’s a leadership strategy. By asking questions and genuinely seeking to understand the current state of things, you uncover valuable insights:
- Context: Why are things done the way they are? What constraints or challenges have shaped current processes?
- Ideas: What solutions have already been tried? What do team members think would work?
- Relationships: Who are the influencers, the skeptics, and the allies? How can you build trust with each group?
Empathy and curiosity go a long way in creating the psychological safety that researcher Amy Edmondson identifies as critical for team success. When people feel safe to speak up and share their ideas, they’re more likely to support change.
Beginning the Journey of Change
If you’re stepping into a new leadership role or managing a change initiative, here are some steps to take in your first days:
- Ask Questions, Don’t Assume: Start with open-ended questions like, “What’s working well?” and “What challenges are we facing?” Avoid jumping to conclusions.
- Observe Dynamics: Pay attention to how people interact, who holds informal power, and what unspoken rules exist.
- Solicit Ideas: Ask team members for their thoughts on improvements. People are more likely to support changes they’ve helped shape.
- Build Relationships: Spend time getting to know your team, understanding their strengths, and showing appreciation for their efforts.
- Communicate Intentions: Be transparent about your goals and emphasize that you’re here to support and collaborate, not impose.
The Science Behind Listening
Research consistently shows that listening builds trust and fosters collaboration. For example:
- Harvard Business Review highlights listening as a key leadership skill that improves team performance and morale.
- Studies on psychological safety by Amy Edmondson demonstrate how creating a safe space for honest dialogue leads to better outcomes. (Source)
- Gallup’s research on employee engagement reveals that trust in leadership correlates with higher productivity and retention. (Source)
Change is inevitable, but how you approach it makes all the difference. Whether you’re stepping into a new role or leading a transformation, start with listening and learning. Build trust, understand the context, and involve others in the process. By focusing on understanding first, you’ll set the stage for lasting, meaningful change.
Navigate Change. Amplify Potential.