Change is tough, but resilient teams thrive. Here’s how to strengthen your team during transitions:
- Clear Communication: Regular updates and two-way feedback reduce uncertainty and boost engagement.
- Focus on Learning: Encourage skill-building and turn challenges into growth opportunities.
- Shared Decision-Making: Empower teams to solve problems and take ownership.
- Provide Support: Offer training, resources, and a safe space for innovation.
- Track and Reward Progress: Celebrate wins to maintain morale and momentum.
These strategies help teams stay productive and confident, even during uncertainty. Want details? Keep reading for actionable insights.
Build for Resilience
1. Keep Communication Clear and Regular
Strong communication is key to building a resilient team. Studies reveal that companies with effective communication are 3.5 times more likely to outperform their competitors. This becomes especially important during times of change, as 70% of change initiatives fail due to poor communication and weak leadership.
1.1 Handle Team Concerns Quickly
Addressing team concerns effectively can boost productivity by 17% and profitability by 21%. Here’s how to respond to specific concerns:
| Concern Type | Response Strategy | Expected Outcome |
|---|---|---|
| Role Changes | Hold individual meetings within 48 hours | Reduce anxiety and clarify expectations |
| Process Updates | Organize weekly team workshops | Ensure consistent understanding and faster adoption |
| Career Impact | Conduct monthly career planning sessions | Improve engagement and reduce turnover |
Quick action on these concerns helps maintain team morale and readiness to adapt.
"The real fix is this simple: better leaders in the workplace. Managers need to be better listeners, coaches, and collaborators. Great managers help colleagues learn and grow, recognize their colleagues for doing great work, and make them feel truly cared about. In environments like this, workers thrive." - Jon Clifton, Gallup CEO
1.2 Set Up Two-Way Communication
Two-way communication ensures employees feel heard and valued. Companies that provide change management training are 79% more likely to achieve their goals.
Nimble’s approach includes:
- Permanent channels for team and interest group discussions
- Project-specific channels with clear objectives
- Leadership spaces for focused discussions
- Monitoring systems to identify and address issues quickly
"Nobody likes working at a company that doesn't take their viewpoint into account, that doesn't recognize the value of their voice. The act of asking, listening, and acting on employee voices will naturally help have an engaged workforce." - Julia Markish, director of advisory services at Lattice
To keep communication effective:
- Hold weekly team meetings and monthly one-on-ones
- Use tools like surveys, suggestion boxes, and open forums
- Show how feedback leads to action
- Be transparent, even when there’s no major update
- Tailor communication to resonate with all team levels
Honesty and transparency build trust. Even during uncertain times, openly sharing what is and isn’t known can help maintain confidence. These practices lay the groundwork for empowering your team as you move forward.
2. Build Learning-Focused Teams
Creating a culture centered on learning helps teams navigate change more effectively. When learning is part of the workplace, teams become more adaptable and better equipped to face challenges. Here’s how to make learning a natural part of your team’s routine.
2.1 Make Learning Part of Work
Encouraging ongoing learning can reduce absenteeism by 41% and turnover by 59%. Companies can integrate learning seamlessly into daily workflows by using these methods:
| Learning Method | How to Implement | Benefits |
|---|---|---|
| Daily Micro-Learning | 15-minute morning skill sessions | Boosts knowledge retention |
| Peer Teaching | Weekly team knowledge shares | Strengthens collaboration |
| Project Retrospectives | Monthly review workshops | Improves problem-solving |
| Digital Learning | On-demand course access | Offers flexible skill-building |
Encourage employees to spend around 5% of their work hours on professional growth.
2.2 Turn Problems into Learning Points
In addition to daily learning, challenges can serve as valuable growth opportunities. Kathleen Gramzay, founder of Kinessage LLC, explains:
"Resilience involves a growth mindset, where individuals see failures as opportunities to learn rather than as setbacks. They are eager to learn new skills and welcome feedback."
Here are a few ways to turn obstacles into opportunities:
- Scenario Planning Sessions: Conduct structured exercises to simulate potential challenges. These sessions help teams practice problem-solving, build confidence, and reduce anxiety about future changes.
- Knowledge-Sharing Platforms: Set up spaces for team members to share lessons and best practices. This collaborative approach fosters stronger team connections and a supportive learning culture.
- Change-Specific Training: Offer targeted training that outlines the reasons for organizational changes, what they involve, and how they’ll unfold. Clear communication helps team members understand their roles and boosts engagement.
"Agility requires continuous learning and improvement. Whether through agile sprints, retrospectives or the adoption of new technologies, organizations thrive on their ability to evolve and learn rapidly. Resilient individuals help cultivate a culture of learning, experimentation and iteration, which drives organizational agility."
- Kathleen Gramzay, Founder of Kinessage LLC
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3. Let Teams Make Decisions
Giving teams the authority to make decisions on their own helps build confidence and adaptability during periods of change. Recent data shows a sharp decline in employee support for organizational changes, dropping from 74% in 2016 to just 38% today.
3.1 Share Leadership Tasks
Sharing leadership responsibilities across the organization can make teams more responsive and better equipped to handle challenges. Many organizations achieve this by implementing strategies like:
| Leadership Aspect | Strategy | Outcome |
|---|---|---|
| Decision Authority | Use an advice-based decision process | Quicker responses to challenges |
| Task Ownership | Assign tasks based on expertise and availability | Better accountability |
| Role Definition | Clearly assign core responsibilities | Clearer ownership of outcomes |
| Support Structure | Offer coaching and resources | Greater confidence in decisions |
Leaders should focus on defining clear outcomes while allowing teams the freedom to determine how to achieve them. As Fierce explains, "Delegation is not about relinquishing control completely; it's about striking a balance between control and empowerment."
By spreading leadership responsibilities, teams naturally improve their problem-solving skills.
3.2 Improve Team Problem-Solving
Only 2% of teams exhibit strong resilience, while 20% operate more like disconnected individuals. To improve problem-solving within teams, focus on these key areas:
-
Foster Psychological Safety
Create a space where team members feel safe to share ideas and concerns. This is critical, especially since 76% of employees report experiencing burnout at least occasionally. -
Encourage Collaborative Solutions
Teams that work together solve complex problems faster and produce better outcomes. To support collaboration:- Dedicate time and space for teamwork
- Provide necessary tools and resources
- Involve diverse perspectives in decision-making
- Keep communication consistent
"Great things in business are never done by one person. They're done by a team of people." – Steve Jobs
Leaders can sustain momentum by showing genuine interest in team progress and asking thoughtful questions to uncover deeper challenges. Combining decision-making with effective problem-solving strengthens a team's resilience, which is crucial during times of change.
For tech leaders, specialized training can bridge the gap between technical skills and strategic leadership. Programs like those offered by Tech Leaders (https://technical-leaders.com) are designed to help teams navigate decision-making collaboratively during periods of transition.
4. Give Teams the Right Support
Once teams are empowered to make decisions, giving them the right support helps reinforce their ability to adapt and succeed. Providing resources and creating a safe environment for growth can lead to more effective and confident teams.
4.1 Provide Skills Training
Targeted training can help teams strengthen essential skills. According to the American Heart Association, 94% of employees who participated in resilience training reported a more positive view of their employer and greater commitment to their work.
| Training Focus Area | Key Components | Expected Outcomes |
|---|---|---|
| Technical Skills | Tools and processes specific to roles | Better job performance |
| Soft Skills | Communication, stress management | Stronger team collaboration |
| Leadership Development | Decision-making, coaching, management | Improved team guidance |
| Resilience Building | Emotional and social resilience | Greater adaptability to change |
Companies like Google and Siemens Healthineers highlight the value of such programs. For instance, Siemens Healthineers' online initiative achieved an 85% recommendation rate, showcasing the effectiveness of targeted training.
"In a high-IQ job pool, soft skills like discipline, drive, and empathy mark those who emerge as outstanding."
- Daniel Goleman
Beyond training, creating an environment where teams feel safe to experiment is equally important.
4.2 Create a Safe Space for Ideas
Encouraging innovation starts with psychological safety. Teams need to feel they can share ideas and take risks without fear of judgment. This can be achieved through trust-building and a culture that views mistakes as learning opportunities.
Here are two ways to promote psychological safety:
-
Build Trust Through Transparency
Hold regular meetings, one-on-one sessions, and offer anonymous feedback options to create open communication. -
Embrace Learning from Mistakes
Shift the perspective on failures, treating them as valuable lessons. This approach encourages teams to innovate and adapt during tough transitions.
Leadership programs tailored for technical teams can also make a difference. Todd Larsen, Co-Founder of Tech Leaders, emphasizes the importance of accessible resources:
"The Tech Leader Program is the missing support system I needed when I was growing my career. It's hard to find the right coaching, mentorship and training on-the-job so we designed what I always wanted for myself: a go-to resource for each and every question about how to diversify and grow our impact, influence, and income without depending on our employers."
Mental Health America reports that 71% of employees struggle with concentration. To address this, consider implementing flexible work policies, wellness programs, and regular check-ins to ensure teams feel supported over the long term.
5. Track and Reward Progress
Recognizing progress during periods of change can boost team morale and keep everyone focused. This approach brings together all previous efforts by ensuring achievements are acknowledged and celebrated.
5.1 Notice Good Team Behavior
Acknowledging positive actions works best when it's specific, timely, and tied to clear goals. A structured recognition plan helps reinforce good habits and keeps teams motivated, even during tough times.
| Recognition Type | Purpose | Example |
|---|---|---|
| Daily Recognition | Provide immediate feedback | Quick shoutouts during team meetings |
| Weekly Milestones | Highlight short-term wins | Sharing progress metrics in weekly updates |
| Monthly Achievements | Celebrate bigger successes | Hosting formal recognition events |
| Quarterly Reviews | Reflect on long-term impact | Performance reviews with rewards or bonuses |
"Recognition can reinforce the behaviors you want to see more often, engage people in supporting each other, and help changes stick." - David Grossman
To make recognition meaningful, leaders can:
- Link achievements to business outcomes
- Highlight both individual and team efforts
- Adapt recognition methods to suit the team
- Keep a record of progress
Acknowledging positive behavior helps create a foundation for ongoing success.
5.2 Keep Teams Moving Forward
To maintain momentum, it's important to balance tracking progress with celebrating wins. Sal Pugliese highlights this:
"Sustained and open communication within your teams is a key component for a successful project, especially when it comes to promptly identifying and addressing potential risks"
Key steps for effective tracking include:
- Setting clear, measurable goals
- Holding short, focused check-ins
- Using visual tools to track progress
Leaders can also:
- Break large changes into smaller, manageable goals
- Celebrate small wins that show progress both inside and outside the team
- Encourage team members to recognize each other’s efforts
"Celebrating quick wins as a leader is much more than just a pat on the back; it's a catalyst for continued success and team cohesion"
Conclusion
Building team resilience during times of change requires a thoughtful and multi-layered approach. Research shows that resilient organizations managed to grow earnings by 10% during economic downturns, while their competitors saw a 15% decline.
Here are five key strategies that lay the groundwork for team success:
- Clear Communication: Helps reduce uncertainty and increases engagement by 46%.
- Focus on Learning: Addresses skill gaps and prepares for future challenges - an area of concern for 45% of organizations.
- Shared Decision-Making: Encourages ownership and sparks innovation.
- Team Support: Boosts well-being and work effectiveness by 21%.
- Progress Tracking: Keeps performance steady during periods of change.
When combined, these strategies do more than help teams adjust - they enable them to excel through transitions.
"Organizational resilience is a business' ability to adapt and thrive in the face of adversity. It involves building a flexible, agile, and responsive organization." – Velosio
The success of these strategies depends on consistent effort and strong leadership. As Erika Andersen, a consultant specializing in leader readiness, explains:
"The single most useful management skill for building resilience in those who work with and for you is listening"
For example, technical teams can take advantage of programs like those offered by Tech Leaders, which focus on bridging technical expertise with leadership skills during challenging times. Resilience isn’t just about bouncing back - it’s about coming out stronger. Organizations that focus on these strategies are better equipped to turn obstacles into opportunities for growth.