How do you handle change when you're not sure what's next?

Give yourself space and time to feel and label your emotions - journaling/talking is good but so is just sitting and being (without your phone).

Change is unsettling. A number of people feel proud and try to just say 'im great with change' and not always recognise they don't. It's something I've struggled with previously, I've found it's good to think of times of change in the past and reflect on the emotions then to understand them when change occurs - whatever that might be!

Navigating change requires flexibility in both mindset and emotional resilience. As leaders, we rely on frameworks, communication plans, and an understanding of who will champion change versus who may struggle. These are essential, yet change rarely follows a perfect script. Managing change means preparing for various scenarios and maintaining consistent, transparent communication with stakeholders—leaders, employees, and others. Honesty and transparency build trust and engagement. Involving people in the process and encouraging co-creation also makes a significant impact. By empowering others to join the journey, we create smoother transitions and a shared sense of purpose.

Begin by acknowledging your feelings of uncertainty, recognizing that they are a normal part of change. Gather as much information as possible by reaching out to trusted colleagues or leadership for insights about the situation. Focus on what you can control by setting short-term goals or immediate actions that align with your existing responsibilities. Maintain open communication with your team, sharing updates and encouraging discussions about potential impacts. Embrace flexibility and remain open to feedback, as adapting your plan may be necessary. Lastly, prioritize self-care to manage stress effectively, ensuring you're prepared to navigate the changes as they unfold.

Clear communication is crucial during uncertain times. Even if you don’t have all the answers, share regular updates and keep everyone in the loop. Being transparent reduces anxiety and helps everyone stay aligned and ready to adjust as more information becomes available. Don’t hesitate to ask questions or seek clarification. This encourages an open dialogue and helps everyone feel more informed, confident & included moving forward.

Seeking clarity and information when you are unsure is a logical step. Obviously, stay open minded (most people aren’t super stoked about change). Some ideas include: - communicating with your manager and ask questions about the change (rationale, how it’ll impact your role & responsibilities, are there resources?) - attend team meetings/town halls where updates on the changes may be discussed. - discuss the changes with colleagues. They may have valuable information or insights - seek out relevant information (e.g. emails, policies, memos that may detail the changes, timelines and expectations) - be proactive and educate yourself about the changes so that you are ahead of the curve, rather than feeling stressed that you are lagging behind.

More often than not, we feel resistance when we're faced with change and end up getting stuck in "analysis paralysis" because of the uncertainty of what's next. Taking a step back to reset and find a fresh perspective is absolutely crucial for shaking yourself out of the endless thought loop you've likely been in. This is the time to be VULNERABLE and find someone like a coach or advisor to help you shift your assessments so that you can open up opportunities that you hadn't considered before when handling change.

Communication is key. Identify hesitations with change, make it easier for 2 way dialogue and offer support in those situations.

Learning and growth happen through unstructured activities too; merely getting through a change can grow your resilience and strength.

Focus on the known. Control the controllables! If you're doing all you can you're doing your best. There is a lot of unknown with change so a lot you simply can't prepare for so... Ask questions, prepare as much as you can. Seek understanding as much as possible to reduce the unknown, then focus energy on what impact on change you ARE able to have.

When things are uncertain, staying adaptable and open to learning is key! Encouraging teams to keep learning while breaking down the 'big changes' into smaller and more manageable steps is an important factor. This keeps everyone moving forward with a resilient mindset while feeling more prepared for whatever might come next.

I think it is simplistic to say: just build resilience and optimism. This is easier said than done for some people. If you are dealing with mental health concerns, have a lack of social support, have coping strategies that aren’t serving you well, existing stress or past trauma then you may need a bit more help to cope with the stress of change. If it doesn’t come naturally to you, consider the following: - practice positive self talk - look after yourself (it is easier to cope with change when you are feeling healthy- physically, mentally and emotionally. A good start involves getting a good night’s rest and eating healthy food to fuel you) - surround yourself with supportive people - focus on solutions rather than the problem

Any organisational change can naturally breed uncertainty and apprehension for employees. It can also have a knock-on effect on employee engagement. From an organisational and manager perspective, the focus should be on being as open and transparent as possible, with frequent communications and different forums to offer support, invite questions and encourage two-way dialogue. Employees must be encouraged to speak up with any concerns, and you must recognise that different personalities may choose to do this in different ways - hence the need for different channels to collaborate and communicate.

Reflect on other changes you've survived, and how you've grown because of them. Remembering other uncomfortable times can remind you that you are capable of getting through this.

Create a narrative that includes past glories and which puts change in context. Create a compelling Vision of your ideal future state. Do this collaboratively. Then explore the variables and influencers. Understand team strengths, together then highlight the factors you can control. This will ensure that colleagues have reassurance, focus, an appreciative energy and a unity to face whatever comes as well as momentum by actioning what they can influence.

As a leader during periods of change and uncertainty, it's important to communicate with empathy. Begin by listening deeply so you can acknowledge people's fears. Be mindful of how you communicate; sometimes it needs to be face to face, if possible. Build trust by being consistent and by sharing as much as you can.