Businesses today are facing disruptive shifts, such as advancements in artificial intelligence (AI) and other technologies, changing consumer behaviors and more. To thrive in an evolving market, it’s vital that leaders are prepared to help the business navigate change effectively. After all, an organization’s ability to manage change is directly correlated to its leadership.

Dr. Sam Shriver, executive vice president of research and development at the Center for Leadership Studies (CLS), explains, “It’s almost impossible to consider leadership without considering it under the umbrella for change.” If it wasn’t for change, he says, “people would care a whole lot less about leadership.”

Here, we’ll consider three skills that leaders need to navigate change and how to develop them.

Skill No. 1: Agility

In the past, change “used to be something that you could manage,” Shriver says. However, today we’re seeing seismic levels of change that are, essentially, unmanageable. Today’s leaders need to be able to adapt their processes and strategies as business needs shift — and help their team members do the same.

Here are some best practices for agile leadership:

• Ask for feedback. Agile leaders regularly ask for feedback from their direct reports and others to identify their skills gaps as well as processes that could be improved upon.
• Facilitate collaboration. Agile leaders understand that collaboration fuels innovation. Collaborating with employees across departments and levels is key in identifying innovative solutions to business problems, and in rolling out those solutions quickly and at scale.
• Promote continuous learning. Agile leaders are committed to keeping their skill sets fresh through continuous learning and encourage their team members to do the same.
• Practice situational leadership. The Situational Leadership® Model suggests that the best leadership approach depends on the tasks that need to be accomplished and the individual or team that is responsible for executing that work. During times of change, it’s imperative that leaders adapt their leadership approach depending on the current needs and readiness of those responsible for performance (Task-specific Ability and Willingness).

Skill No. 2: Communication

Leaders need to be able to effectively communicate what change means for both their teams and the business. In fact, a lack of communication is a key reason why change initiatives fail. Here’s why: Many organizations still view change initiatives as “top-down” efforts when, in reality, their execution happens from the “bottom-up.” C-level executives might spend ample time defining their vision and strategy before implementing a change, but often fail to communicate that vision and strategy with the people “doing the work.”

For any change initiative to be successful, the people responsible for executing it need to be on board — and “in the loop” every step of the way.

Here are some ways that leaders can maintain effective communication during times of change:

• Conduct a “change interview.” One way to determine employees’ motivation for (or resistance to) a change initiative is to conduct a “change interview,” Shriver says. Similar to “stay interviews,” change interviews can help leaders uncover employees’ thoughts and feelings about an impending change. Of course, change interviews are “almost 100% trust dependent,” Shriver says. So, the more that psychological safety and trust are present, the more likely employees are to be open and honest in a change interview.
• Check in often. When implementing a change, check in with team members regularly to address any challenges proactively and offer support.
• Practice active listening. Effective communicators listen more than they talk. Leaders can practice active listening by giving the speaker their undivided attention and demonstrating verbally and/or nonverbally that they are listening to what the other person is saying.

Skill No. 3: Strategic Thinking

Leaders with strong strategic thinking skills are able to understand business goals and set short- and long-term objectives for their team in support of them. When business goals shift, strategic thinking skills become even more important, as leaders need to rethink their team’s objectives and priorities accordingly.

Here are some ways that leaders can improve their strategic thinking skills:

• Ask strategic questions. Great leaders know that they don’t have all the answers. Rather, they are adept at asking the right questions. Asking strategic questions can help leaders plan for future challenges and brainstorm solutions.
• Consider multiple viewpoints. Being a strategic thinker means being open to multiple perspectives and viewpoints. When considering how a change initiative will impact the business moving forward, seek out diverse perspectives to get a clear picture of its potential impact.
• Learn from failure. Strategic leaders use failure (which is inevitable when leading through change) as an opportunity to learn and grow.

Conclusion

The pace of change facing businesses today is unlikely to slow down any time soon. If anything, it will ramp up as technology continues to advance and other disruptions emerge.

However, by training leaders on the three skills outlined above, they will be better positioned to guide their teams through the unexpected and into the future — no matter the challenges that lie ahead.