How to Use Change to Develop Your Team
Whether it’s a shift in leadership, a restructuring of roles, or external market forces, teams are always facing some sort of change, and change always brings new challenges. These new challenges either bring people together or erode members’ commitment to the team.
It’s all about how you handle them.
One of the most productive things to do when faced with disruptions is to bring each person’s strengths into focus. My favorite tool for this is the CliftonStrengths assessment because it gives teams the language to discuss and understand what each individual does best and what they need to succeed. By understanding and applying individual strengths, leaders can ensure that team members stay engaged, energized, and focused.
Here are four strategies to help you refocus on strengths and keep your team motivated, no matter what they are facing.
1. Use Strengths to Empower Your Team
When uncertainty strikes, people naturally look for stability. As a group, you can use CliftonStrengths to create a steady foundation to deal with change. Revisit team members’ top five strengths and ask them how their strengths will help the team transition.
Someone who excels in Strategic can tap into their ability to see patterns and pathways forward.
Those high in Futuristic can help the team envision a positive outcome.
Someone high in Achiever thrives on completing tasks. During transitions, encourage them to track small wins so they can see progress.
Another person strong in Connectedness may need to see how changes align with a bigger purpose. They need to see how change initiatives tie into broader organizational goals.
Bringing everyone into the conversation and reminding them of ways to feel more in control increases commitment and helps individuals see how they can contribute to the solution.
2. Use Strengths to Reenergize
As a leader, you can keep strengths top of mind as you assign responsibilities. When people actively use their strengths, work becomes energizing rather than draining.
Someone high in Woo or Communication can rally a group
People with Analytical or Intellection love to provide deep analysis
Those with Learner love new challenges. Positioning change as an opportunity to develop new skills will keep them excited and focused.
When work aligns with natural talents and abilities, your team will more readily embrace it.
3. Strengths-Based Communication During Change
Miscommunication can amplify stress during times of transition. But when team members understand their own strengths and those of their colleagues, they can communicate more effectively.
Someone with Communication can serve as a bridge, ensuring key messages are shared clearly.
A person high in Empathy can sense how others are feeling and help address concerns proactively.
Those with Deliberative may need more time to process change before acting. Giving them space to think will result in stronger decision-making.
As a team, can discuss what you each need in order to process change. With those insights in mind, adjust your communication approaches so that everyone can be at their best.
4. Recognize and Celebrate Strengths in Action
People need affirmation, especially when things are uncertain or chaotic. Make it a habit to celebrate people genuinely. Instead of a generic “great job,” say, “Your Ideation really helped us come up with creative solutions today.” Just make sure that you keep in mind how each person likes to be celebrated to make your recognition efforts as effective as possible.
Change is never easy, but teams that harness their strengths can turn uncertainty into opportunity. This approach empowers teams focus on their natural talents, find solutions, and maintain momentum instead of focusing on what feels challenging or unfamiliar. They are ready to adapt, no matter what comes next.
So, as you navigate change, ask yourself: Are you leading with strengths? If not, now is the time to start.
Want to bring strengths-based development to your team?
Let’s connect and create a strategy tailored to your organization’s needs.