14 Ways To Build A Company Culture That Embraces Change

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Expert Panel, Forbes Coaches Council


Businesses of all sorts are always subject to change. Whether it’s fresh tech, new products or services, or an expanding client list, each employee must be able to adapt to changes quickly and, often, on the fly.

If you want your employees to keep pace, it’s crucial to create an environment that’s conducive to change. You must support your team as they switch gears and adjust their processes, rather than throw them in the deep end without a life jacket. Below, Forbes Coaches Council members share 14 tips for building a culture of adaptation and flexibility while still maintaining team morale and well-being.

Members of Forbes Coaches Council share tips for business leaders to create an environment where employees can adapt to change while maintaining their morale.

Photos courtesy of the individual members.

1. Start With The ‘Why’

Rapid change is required these days, but if your people don’t understand the “why” behind the change, they are more likely to resist—particularly your Millennials. Communicating what changes are being made is obviously important, but also get in the habit of adding in a quick explanation of why and how the changes will help them be more successful. When it makes sense, they’ll adapt better. - Jamie Notter, Human Workplaces

2. Establish A Regular Cadence Of Communication

In an innovative culture where there are rapid changes, change will likely go over better with ongoing communication between the leadership and the employees. Making employees aware of what the company is working on makes employees feel less like these changes are happening “to” them instead of “with” them. Use company meetings, newsletters and emails to create awareness of the changes ahead. - Tamiko Cuellar, Pursue Your Purpose LLC


3. Look Out For ‘Leaky Sponges’

We can think of people like sponges, and change as the liquid the sponge absorbs. When there is too much change, people’s sponges start to leak. The good news is, when we give them some time to dry out, they are once again able to absorb more. Remember, there’s only one sponge per person, and it’s absorbing change both professionally and personally—so watch for the leaky sponge. - Kathy Bernhard, KFB Leadership Solutions

4. Reassure During Uncertainty

Change is uncertainty. Companies often fail at empathizing with employees when change occurs. It is important that decision makers develop strategies to address the uncertainty those changes create in an employee. If dealt with proactively, the changes are more easily adopted. When employees know that they are being considered, the gap that change brings can be less dramatic. - Anna McCoy, The EBW Foundation

5. Prepare Employees For Upcoming Changes

Leaders who anticipate and prepare for change can help build cultures and systems that are adaptable and view change as part of their status quo. When leaders practice anticipatory leadership, they see likely changes coming and prepare their people for them. Additionally, they’ll be better able to recognize which “new things” can be ignored or minimized. - Christian Muntean, Vantage Consulting

6. Remove The Mystery And Be Transparent

Many organizations implement change behind closed doors, leaving their employees in the dark about planned changes, which often means decisions are made in a silo by leaders who may not have a real-world understanding of the impact of those decisions on staff or customers. Remove the mystery (and wild rumors) by being open about the planning process, and seek employee input where appropriate. - Tonya Echols, Vigere

7. Encourage Questions About Changes

With change and our natural propensity to resist change, we need to always be out in front of the change. Let your employees know as far in advance as you can. Allow them to ask questions about how this change will impact them. Give them some ownership with the change and they will feel much better about working in and through the change. - Amy Modglin, Modglin Leadership Solutions

8. Empower Your People To Make Decisions And Act

Change can be dreaded because it elicits a fear response to the unexpected. In our current fast-paced landscape, every individual should be empowered to navigate change by having the autonomy to make decisions that best serve the business. When employees are trained with that mindset, they learn to be agile and resilient, which are skills that are becoming increasingly critical for success. - Carolina Caro

9. Help Your Team Prioritize Their New Workloads

When employees are being asked to do more than what is reasonably possible, they will take shortcuts that will cause more work later. They will mentally, physically and emotionally burn out; lose a sense of motivation; or even leave. The most important thing you can do is prioritize their tasks. Also, don’t forget to set a clear direction, support them and express sincere gratitude. - Diane Chang, Diane Chang Coaching

10. Teach Your Employees How To Do What’s Needed To Adapt

Successfully navigating change requires adaptive behavior. Employees usually know what is needed. They may know why it’s needed. But as their leader, do you know if they know how to do what’s needed? Faster work cadences, quicker directional changes, collapsing deadlines and more accurate communication all require adapting behaviors and motivation to fit new business conditions. - Jay Steven Levin, WinThinking

11. Build In Breaks

Even the best employees can’t sprint indefinitely. Preplanning for necessary and required breaks to take some time off, relax and recover is vital to the execution of sustained change. Try building in some fun breaks each day for five minutes or once a week for an hour to allow people to connect and discover the best parts of the people they work with. - Lynda Foster, Cortex Leadership Consulting

12. Use The SCARF Model

When it comes to change, I love to use the SCARF model by David Rock, the co-founder of the NeuroLeadership Institute. It stands for Status, Certainty, Autonomy, Relatedness and Fairness and helps ignite collaboration. Consider employees as change partners and involve them in the process. Help them understand why the change is happening and what it brings, and empower them to make it happen. - Amy Nguyen, Happiness Infinity LLC

13. Provide Steady Guidance And Support

The one thing everyone can count on in life and in business is change: changing technologies, changing products and services, changing market demands and market outlooks. Change is constant. To keep employees on their toes and on both feet through certain change, business leaders must communicate relevant details consistently and often provide steady guidance while encouraging adaptability. - Lillian Gregory, The Institute for Human and Leadership Excellence

14. Use Storytelling

Stories are powerful. They stick better and are more engaging than concepts. When shared correctly, they help listeners grasp complex concepts, because they can extrapolate meaning from the story into the context of their role and organization. Select your story carefully—choose one that is relevant to your organization and inspires thought and opportunities. - Jennifer Dowdeswell, JBD Performance Group Inc.

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