From chaos to clarity: How the best leaders guide teams through change
Four practical strategies for building trust, focus and momentum when the pressure’s on
Change is constant.
Whether it’s new team members joining, organisational restructuring, or shifts in the competitive landscape, leaders face a continual challenge: guiding teams through it all.
And while every leader knows change is inevitable, the real question is: how do we lead our teams to thrive in times of uncertainty?
A recent Accenture study found that 80% of organisations include change as part of their long-term vision, yet only 30% of leaders feel confident in their ability to manage it. This gap between awareness and confidence highlights a crucial issue: even when we know change is coming, many leaders are uncertain how to guide their teams through it.
So, how can you, as a senior leader, guide your teams through change—whether small adjustments or large disruptions?
Here are four strategies that will help you lead through change with greater impact:
1. Lead with clarity and purpose
Change can feel overwhelming, but having a clear vision will help your team stay on track.
High-performing teams are those led by leaders who articulate a clear and compelling reason for why change is happening and how it aligns with long-term goals. In times of change, clarity brings focus.
And don’t assume that just because you’ve said it, it’s been heard. Check for understanding. Ask your team: “In your own words, how would you describe what’s ahead?” or “What feels exciting — and what feels unclear?”
This gives you real insight into what’s landing, what’s missing, and where you might need to dial things up or down. It’s the only way to know if people are really with you — not just nodding along.
2. Normalise failure
During times of change, mistakes will happen. Individuals will stumble. Teams will experience setbacks. Yet too often, organisations don’t say this out loud. And if mistakes aren’t being talked about, chances are they’re being hidden.
That’s why one of the most powerful things a leader can do is normalise failure. Especially during change. When people are adapting to new ways of working, a temporary dip in quality is not only likely — it’s completely normal.
Great leaders get ahead of this by setting expectations early: Where are we willing to accept lower quality while we learn? And where is excellence non-negotiable?
Antonia Wade, Global CMO at PwC, explains that being upfront about these tolerances — and clearly communicating them to stakeholders to ensure they’re aware — helps create the psychological safety teams need to speak openly, experiment, and accelerate improvement.
Because ultimately, navigating change well isn’t about getting everything right first time — it’s about creating the conditions for people to learn, grow and get better.
3. Cultivate a growth mindset and focus on learning
Leaders who are able to model and encourage a growth mindset are better positioned to lead teams through change. Research by Carol Dweck shows that when leaders foster an environment that values learning over perfection, employees are more likely to remain engaged and adaptable, even when faced with the discomfort of change.
Encourage your team to see challenges as opportunities for development, and support them as they build new skills. Remind them that it’s not about getting everything right but learning from the process.
4. Build trust through honesty and open dialogue
Trust is fundamental during periods of change.
Invite open conversations and encourage feedback.
When leaders are transparent about what they know — and what they don’t know — it builds credibility and a culture of honesty.
A practical tip for open dialogue
Try a ‘rumours and realities’ conversation. Ask your team: “What are you hearing on the grapevine? What’s worrying you? And what do you want to know more about?”
It’s a simple but powerful way to surface unspoken fears, correct misinformation and open up healthy dialogue.
Because the more you create space for honest conversation, the more psychologically safe your team will feel — and the better equipped you’ll all be to navigate change together.
Final thought
Leading through change isn’t about reacting to disruption. It’s about creating the clarity, trust and space your team needs to adapt, learn and move forward—together.
As a leader, you set the tone. So ask yourself: Where can you create more clarity? What conversations need to happen? How are you supporting learning and alignment?
Because when change is constant, leadership is the anchor.
