5 Things Leaders need to do when there is "CHANGE"​ !!

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Change is inevitable and every organisation needs to be changing suiting to the dynamic markets. These changes bring various changes within organisations which also includes structural changes. These times are challenging for leaders / Managers to manage their teams, to align them to these changes as many of such organisational changes have impacts on the individuals too.
How does a leader manage in such scenarios? Especially when the change affects his / her team member.
Here are few tips leaders can do before announcing / informing their team of the changes.
1.     Analyse the impact of change on you and your team :
Start by analysing the change and how it would have impact on you and your team member. Identify the members who you believe can have maximum impact. List them into each of below boxes as per your judgement.
 2.     Clarify with your supervisor / Management
It is important for you to communicate what the organisation wants the employees to know and not your assumptions. Therefore, before you communicate to your team members, clarify your assumptions and understanding from your supervisors and Management team. This activity is important especially for mid and high impact issues.
 3.     Plan your communication
Based on the categorisation of the issue and members, plan your communication and anticipate probable questions from members based on how it would impact them. Probably try holding meeting on one on one with such groups so that you can focus more time and understand the problem for each of the members.
Don’t have just one meeting, communicate the issue and follow up with another meeting after a good discussion amongst the members is done. 
If you are leading a big team with team leaders further who would communicate change, have follow up meetings with them to understand the pulse and issues from the members. If the change is big and has high impacts, you can even have role plays in practising on communicating change to team.
 4.     Explain Organisation pain / benefits the organisation is reaping by this change
It is always good to explain the reason behind the change, rather than just announcing the change. Don’t allow rumours to start and be transparent in explaining the reason behind change, what was not helping the organisation, why this was thought of and what impact is expected of this change.
 5.     Look for Opportunities and how you can help high impact members
When it is inevitable to implement the change, see if you can provide with any opportunities at least for members who will be impacted high. Such decisions require multiple members support and decision, therefore it is important that you do the homework before you place these opportunities to the high impact members. When it is beyond your power, see what you would do if you would be one of the high impact member and you could at least suggest the employees with some options and ideas on how they can deal with these changes.  
What do you think Leaders can do when they foresee and implement changes in their team / organisations ?

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