As companies scramble to adapt and operate amidst ever-changing scenarios, leaders face situations they can\u2019t control or influence. They must adapt to support and foster remote environments that enable employees to feel empowered and engaged, which is even harder as employees hit a wall. According to Gartner, only 38 percent of employees<\/a> are willing to support enterprise change.<\/strong><\/p>\n Trust is the foundation of any relationship, and the manager-employee relationship is no exception. As employees transition through the current climate\u2019s journey of uncertainty, they experience the normal stages and emotions of change. The leader\u2019s role is to engage and support employees on their change journey. For employees to work through change, they need to trust their leaders will guide them to the other side.<\/strong><\/p>\n To help you on your journey, in this blog post, we will share five actions for building trust as a leader through times of uncertainty. But first, let\u2019s take a moment to understand and appreciate the journey of change.<\/p>\n When a major change hits, it causes significant disruption to the status quo, and people begin to experience feelings of denial and shock. During these times, they feel out of control and look to their leaders for stability and direction.<\/p>\n Next, they begin to experience feelings of fear, anger and perhaps frustration as they mourn the ways of the past. This mourning needs to happen so they can embrace the future. Build trust as a leader by showing compassion and patience during disruption to help employees move constructively through the necessary stages. Only then can employees begin to accept and explore new ways of working and operating.<\/p>\n The more ways leaders find to empower and engage employees<\/a> through collaboration and support, the more quickly employees find hope through creative and new ways of working.<\/strong> As hope builds, enthusiasm mounts, and employees eventually come through the change with new perspectives and a renewed commitment to success. Leaders must be ready for this time because it is the optimal moment to cultivate and develop the talent to help your teams achieve new heights of success.<\/p>\n Each employee will complete their change journey in their own time, and no exact recipe exists to help them move through it more quickly. But, we have seen many leaders take simple, practical actions that build trust with employees and ultimately accelerate the pace from denial to commitment.<\/p>\n The future is never clear, but leaders can help shape it by finding new ways to engage and empower employees. How they interact and support employees through the journey of change directly impacts how quickly employees reach a place of accepting and leaning into whatever comes next.<\/p>\n\n Mapping the Change Journey<\/h2>\n
![\"Journey](\"https:\/\/centricconsulting.com\/wp-content\/uploads\/2020\/06\/file-1024x620.jpeg\")
<\/a><\/p>\nFive Actions for Building Trust as a Leader<\/h2>\n
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Building Trust as a Leader During Change<\/h2>\n