Here's how you can use social awareness to effectively lead others through change.

Why social awareness is crucial for effective leadership during change (3 key steps): (1) Observe non-verbal cues Pay attention to body language and facial expressions to understand true emotions. (2) Acknowledge emotions Openly recognize and validate your team's experiences to show understanding and care. (3) Build trust Demonstrating empathy fosters trust and openness, making change smoother for everyone. People follow leaders who understand their feelings.

Listening to your team without judgment, helps to gain valuable insights into their perspectives but also show that you value their input and opinions. Reflecting back what you hear demonstrates that you are engaged in the conversation and can help clarify any misunderstandings or ensure alignment on the key issues. Practicing active listening enables you to gather essential information to inform your change management strategy but also encourage trust and a sense of being valued among team members. When employees feel genuinely heard and understood, they are more likely to engage positively in the change process, reducing resistance and increasing buy-in from the team.

Active listening allows you to paraphrase, which is what will help you to establish rapport the easiest, as the amygdala is deactivated when paraphrasing is used, thanks to some cool studies involving MRIs.

Active listening means really listening. Not what you think you hear or what you normally hear but what is really being said. To secure that you have heard it right, you may have to repeat what was said but in new words. In this way you overcome different interpretations of the same words.

How clear communication guides teams through change (3 effective steps): (1) Use simple, direct language Avoid jargon to ensure everyone understands the message. (2) Be transparent Explain the reasons for the change and the expected outcomes clearly. (3) Alleviate uncertainty Clear communication reduces confusion and anxiety, fostering security and understanding. Leaders who communicate clearly create a supportive environment for change.

Also, be sure to align with the overall change message platform for the organization. Misalignment and confusion are created when managers communicate what they "think" is happening and why without taking the time to understand the enterprise view of the change and reinforce it with their teams.

People want to be seen and heard. When leaders take the time to listen to their concerns and address their questions, it goes a long way towards building trust within a team and supporting each other through change.

Adapting communications means changing how you share information to match your audience. For example, explaining a complex idea in simple terms for non-experts helps everyone understand better.

Get curious. I would add the importance of developing relationships through genuine curiosity and interest in getting to know the who behind the roles of others. In a complex change, it is the people, not the roles, that mobilize others towards a desired outcome. Find out about people’s hopes, dreams, dogs, likes, and dislikes. Sitting down over a coffee or lunch, talking about non work related topics, goes a long way to building trusting connections.

As a US Insurance Operations Manager, I've learned that understanding and empathizing with team members' concerns during transitions, such as implementing new claims processing software, is crucial. By actively listening to their feedback and acknowledging the challenges they face, I can tailor my communication to address their specific needs and motivations. For example, recognizing the diverse skill levels within my team, I offered personalized training sessions and ongoing support to ensure everyone felt confident with the new system. This approach not only fosters trust and collaboration but also paves the way for successful change adoption and team cohesion. Social awareness is indeed pivotal in navigating change effectively.