Leading through change (with empathy)
If you are a leader, there's a high chance right now that you might have to lead your team through a period of change. Here's how to do it without losing sight of the human element.
There’s no escaping the fact that the past few years have been turbulent! COVID-19, economic dips, global events causing unease, return to work mandates, the rise of AI, falling job opportunities and increased competition - there’s been a lot that has impacted the way we work.
Being a leader right now, whether you run a business or run a team within it, can be pretty tricky. You might be having to make some hard decisions or convey challenging information to your team.
If you are in this situation, leading with empathy can make all the difference.
Why empathy matters during change
We sometimes view being empathetic as a sign of softness or weakness in a leader, but in fact, strong leaders can also be empathetic. They can still get changes made, but without so much negative impact.
Change can trigger fear of the unknown, job insecurity, or stress about new expectations. Empathetic leadership doesn’t erase these challenges but helps your team feel seen, heard, and supported as they navigate them.
How to lead your team through change (with empathy)
DO…
✅ Communicate openly. Share what you know and commit to updating the team and trying to find out what you don't know at the time. Create spaces for concerns and questions through Q&A sessions, small groups, or 1:1 check-ins.
✅ Acknowledge emotions. Let people know it’s okay to feel anxious, frustrated, or uncertain.
✅ Show vulnerability appropriately. It's ok to be human and admit that you are having a tough time, too. But remember that your team might be looking to you for strength, so only share emotions when it's appropriate.
✅ Invite feedback. Ask, “How is this change impacting you?” and really listen.
✅ Celebrate small wins. Highlight progress and efforts, even when times are tough.
DON’T…
❌ Disappear when things get tough. Hiding behind closed doors increases the chance of speculation within the team and gives the impression that things might be worse than people thought.
❌ Dismiss concerns. Saying “You’ll get over it” or “This is just how it is” makes employees feel undervalued.
❌ Overpromise. Don’t tell team members they won’t be affected or that nothing will change unless you can guarantee it. You might feel like you are helping at the time, but it won’t help in the long term.
❌ Pretend everything is fine. You might want to bury your head in the sand and say everything will be ok. But false optimism can do more harm than good. Better to be honest.
And lastly - very important - don’t ignore your own well-being. You can’t pour from an empty cup. Leading through change is hard, so make sure you have your own support system or time to rest and recharge.
✨ Have you led a team through change, or are you navigating it now? What has helped you (or what have you learned not to do)?