Trust Leaps
Why trust is VITAL during times of transition and cultural change.
When teams are facing an internal transformation, we’re asking them to take a risk with the unknown — to make a ‘trust leap’.
The change could be a reorganisation, a new leader, brand, offices, IT system or even simply a change to holiday policies. The list is endless.
It’s common for the team and leaders close to the change to be able to see the reason and benefits for making the change very clearly. However, we frequently underestimate how challenging it can be to bring people along with us. It can feel a bit like this — being stuck in a sea of uncertainty:
You will know people are stuck in this sea of uncertainty when you hear things like: “I liked the old system much better”, “Why do we have to do this?” or “I have so much to do, and now I’m being asked to change X as well!”
It’s a very common phase, almost something people have to experience before they leap.
Don’t underestimate the trust required to ask people to leap into the unknown. It’s human nature to want to be pulled back to what we know.
Try to identify the risks — emotional and functional — that you are asking people to take by asking yourself:
- What is the anchor that will keep people stuck in the sea of uncertainty?
- What feelings and questions are driving the anchor?
- How can I help them understand the WHY behind the change?
