By Marcus Wylie
Businesses across Europe are facing a period of unprecedented and relentless transformation. What lies ahead is a landscape marked by constant disruption and the need for real-time responses to situations that, just a year ago, might have seemed unimaginable. Against this backdrop, business leaders must ask themselves: how do we cultivate a mindset that not only survives but thrives in such volatility?
The answer lies in shifting the focus from reacting to change to leading it. Here are seven ways in which leaders across Europe can build organisations ready for whatever comes next.
1. Lead with empathy – and communicate!
Empathetic leadership is not a ‘nice-to-have’; it’s a critical business strategy. Change, especially when rapid or unexpected, can leave employees feeling uncertain or overwhelmed. Leaders who foster open, honest conversations and appropriately create a psychologically safe environment give their teams permission to express concerns, ask questions, and process what change means for them personally. By valuing employees’ perspectives, leaders can transform fear into opportunity. Combine a drive towards a new reality with an outreached hand, and listening ear, to take your people with you. Open communication helps teams move from lamenting changes to embracing them with an optimistic mindset focused on growth. In short, empathy unlocks adaptability.
2. Understand and value others’ concerns
When organisations launch new initiatives, employees need to understand not only what is happening but why and how. Leaders should create regular opportunities to share the vision behind changes, while listening to and addressing employee concerns. Transparent communication fosters trust, which is essential when asking people to pivot quickly. This kind of dialogue is the first step towards shifting collective mindsets from reactive to proactive. It enables teams to see change not as a threat but as a path to progress. Consider how you yourself have benefited from a leader who did, or didn’t, take this approach in your past.
3. Open conversation
Uncertainty breeds anxiety. When employees lack information, they often assume the worst. While leaders may not have all the answers in a fast-moving environment, they can ease uncertainty by providing clarity where possible: What changes are coming? When will they happen? By sharing what’s known and acknowledging what isn’t, leaders give their teams a greater sense of control. Additional techniques maybe to develop a growth mindset in your teams, and encourage adaptability – these are upstream activities that will help your people navigate through uncertain waters.
4. Understand individual preferences and attitudes to change
No two employees will experience change the same way – it depends on their personality preferences. Some people need time and space to process new information quietly before they can adapt effectively, while others thrive on collaboration and want to workshop ideas and solutions in group settings.
An effective leader recognises these differences and tailors their approach accordingly. Self-awareness as a manager – understanding how you and others respond to change – also plays a key role in modelling behaviour that fosters resilience across the team. Just because you embrace change quickly, doesn’t not mean others should or will. Adapt to connect with others.
5. Identify Change Ambassadors
Every organisation has individuals who naturally advocate for new ways of working. These “change ambassadors” are invaluable allies in driving transformation. Find them, empower them, and give them platforms to share their enthusiasm and successes. By highlighting positive outcomes, these pioneering ambassadors help normalise change for the early majority, who in turn lay a path for the late majority to see the change as an opportunity rather than a disruption.
6. Equip Your Teams with the Right Tools
Nothing fuels resistance to change more than a lack of resources to manage it. It’s up to leaders to champion strategic investments in training, technology, and equipment that enable teams to adapt and excel. Without the right support, managers risk becoming caught between unprepared teams and ambitious organisational goals. Investing in the necessary tools and upskilling isn’t just a matter of efficiency; it’s a key part of resilience.
7. Stagger Change Initiatives Where Possible
While some change is unpredictable, leaders can often control the pace at which new initiatives are introduced. Staggering changes in manageable phases helps employees acclimatise, reducing overwhelm and optimising disruption.
Advocating for a more sequenced approach to change isn’t about slowing down; it’s about setting the stage for long-term, sustainable adaptability.
When employees have time to absorb and implement changes effectively, they become more confident and capable of handling future transformations.
About the Author
Marcus Wylie is Head of Culture at global people development company Insights. He has helped Insights partner with some of the world’s leading organisations to build, pilot and implement new products. Wylie has also facilitated intimate, high-impact workshops with leadership teams and executives.
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