Humans are creatures of habit, so managing change does not come naturally to us. Our lives have been flipped upside down in many ways due to the coronavirus, and it is normal to struggle with the transformation.  

“When organizations undergo major shifts that affect everything from operating norms, to entrenched structures, to deeply developed mindsets of individuals, we call this change at core,” Liz Coughlin explains in Forbes. “This can be the most difficult kind of change for leaders because it permeates all aspects of how work gets done.” 

Coughlin recommends five strategies for leaders managing change for themselves and their teams. 

Create an agile plan 

Not knowing what the future will hold does not mean you shouldn’t be planning for that future. It is important to have a solid plan, but make sure flexibility is built into it. 

“Having a solid plan helps mitigate that risk—even when the plan shifts over time,” Coughlin explains.  “Make sure to consider how all stakeholders will be affected in different scenarios, including employees, external influencers, strategic partners, and local communities.” 

Define short-term metrics for success 

“Make sure you celebrate small successes during this time and show team members that everyone’s efforts to drive positive change are paying off,” Coughlin says. 

Create different incentives 

Just as an average day at work may look different, your team successes may look different as well. Coughlin recommends recognizing the work of your team more often and recognizing them for more than just the big stuff.  

Managing day-to-day operations takes more effort now, so reward it as the achievement it is. 

Find your passionate leaders 

There will be some in your organization that embrace change more than others. Use those people as influencers to provide inspiration to the rest of the team. 

Create and refine a communications plan 

“When teams are working virtually instead of face-to-face, or employees are dealing with extra stress, communication becomes crucial,” Coughlin says.  

Make sure your communication is multi-directional and always centers your team and the mission of the organization.