Building a Team for Organisational Change

Change in the workplace is normal and often necessary. Whether it’s a new system, a shift in strategy, or a complete restructure, how your team responds can make or break your success. As a leader, it’s your job to focus on building a team for organisational change that doesn’t just handle it, but is truly ready for it.

In this blog post, we’ll share practical ways to build a strong, connected team that’s ready to take on change with confidence.

Why Building a Team for Organisational Change Matters

When a business goes through change, it can be exciting but also stressful. Uncertainty can lead to confusion, resistance, and even fear. That’s why team building is a key leadership skill. A strong, united team is more likely to trust the process, support each other, and adapt quickly.

At Penny Strutton, we work with leaders to help them prepare their teams for change through strategic development, coaching, and transformation planning. You can find out more about our leadership development services here.

Start With Trust

Trust is the foundation of any strong team, and it becomes even more important when you’re going through change. When team members trust each other, as well as you as a leader, they feel safer, more confident, and more willing to try new things. Without trust, people tend to hold back, resist change, or even shut down.

How to build trust:

Be open and honest about what’s happening – Even if you don’t have all the answers, share what you can. Transparency helps reduce fear.
Keep your promises – If you say something will happen, follow through. Reliability builds respect.
Encourage feedback and really listen – Ask your team how they’re feeling, and don’t brush off concerns. Act on what they say when possible.
Show that you care about their well-being – Ask how they’re doing, not just what they’re doing. Small acts of kindness go a long way.

Building trust doesn’t require grand gestures. Often, it’s about showing up consistently and treating people with fairness and respect.

Communicate Clearly and Often

One of the biggest reasons people feel anxious during change is a lack of communication. When updates are vague or missing, it creates room for rumours and fear. Clear, regular communication is your best tool to keep your team calm and informed.

Tips for better communication:

Share updates regularly – Even if there’s not much news, check in with the team so they know you haven’t forgotten them.
Be transparent about what you do know – Don’t wait for the perfect moment. It’s okay to say, “We’re still figuring this out, but here’s what we know so far.”
Make space for questions and discussion – Don’t just talk to your team; talk with them. Create time in meetings for open dialogue.
Use different methods – Everyone absorbs information differently. Mix it up with emails, meetings, videos, and one-on-one chats.

When communication is clear, your team feels included and informed, even when things are uncertain. Explore Lumina Psychometrics, a profound tool to provide insight into your team dynamics, improve communication and collaboration in your organisation.

Help Your Team Understand the “Why”

If people don’t understand why change is happening, it’s natural for them to resist it. But when they see the bigger picture, how the change fits into the company’s goals and how it affects their own work, they’re more likely to get on board.

Take time to explain the reasons behind the change, and how it will benefit not just the organisation, but the team and individuals too.

Ask yourself:

What problem is this change solving? – Be clear about the challenge or opportunity you’re addressing.
How will it make things better for the team? – Will it streamline work, improve results, or open up new possibilities?
How can I involve the team in shaping the change? – People are more committed when they’ve had a chance to give input or contribute ideas.

When people feel involved, they’re more committed because they feel a sense of ownership. When your team has a role in shaping what comes next, they’re not just going along with it, they’re actively part of the change. This builds motivation, reduces fear, and helps everyone move forward together.

Encourage Growth and Learning

Change brings new challenges, but also new chances to grow. Instead of focusing only on what’s hard or uncertain, shift the conversation to learning. Ask: “What can we learn from this?” or “How can we get better as a team?”

When you support your team’s growth, you’re not just preparing them for this change, but for future ones too.

Ways to support growth:

Offer training and coaching – This helps team members build skills and confidence. Even short workshops or coaching sessions can make a big impact.
Set individual and team development goals – Create clear paths for growth so people can track their progress and feel a sense of purpose.
Celebrate progress, not just perfection – Acknowledge effort and learning, even if the results aren’t perfect yet. Growth takes time.

Our coaching solutions are designed to help leaders and teams learn, grow, and adapt together.

Recognise and Celebrate Wins

Change can be draining, especially if it’s a long process. That’s why celebrating wins, even small ones, is so important. Recognition boosts morale and reminds the team that they’re moving forward, one step at a time. Don’t wait for huge milestones to celebrate. Every bit of progress counts.

Simple ways to celebrate:

Shoutouts in meetings – Acknowledge people who’ve gone above and beyond, or who’ve shown great teamwork.
Team lunches or virtual hangouts – Create time to relax and connect as a team.
A quick thank-you message – A personal note or email can mean a lot, especially during stressful times.

Celebration isn’t just about having fun, it’s about reinforcing the behaviours you want to see and showing appreciation when your team steps up.

Final Thoughts

Building a team for organisational change doesn’t happen overnight. But with trust, clear communication, and a focus on development, you can create a team that not only adapts but thrives.

Change is easier when you don’t go it alone. If you’re ready to strengthen your team and lead with confidence, get in touch with us today, or if you would like to read more about leadership and change management, click here.

FAQs

1. What if my team resists change?
Resistance is normal. Focus on listening, understanding concerns, and helping your team see the benefits of change. Involve them in the process and build trust over time.

2. How can I measure if my team is ready for change?
Look for signs like open communication, collaboration, problem-solving, and a willingness to learn. You can also use assessments or get support from a leadership consultant.

3. Can you help with team building during a merger or restructuring?
Absolutely. We specialise in helping teams overcome major changes like mergers. Learn about our transformation support and how we can tailor it to your needs.