Change at work can feel like a rollercoaster—one minute it’s exciting, the next it’s nerve-wracking. As a manager, you’re not just navigating new projects, restructures, or shifting priorities yourself; you’re guiding your team through the fog of uncertainty. It’s tough when everyone’s feeling unsettled, and keeping morale high is no easy task. The good news? By tapping into your team’s unique strengths (what comes naturally to them), you can turn change from a daunting challenge into an opportunity to shine. In this blog, we’ll share practical, strengths-based strategies—like empathetic check-ins and matching strengths to tasks—to help your team stay positive and resilient. Let’s make that rollercoaster a smoother ride for everyone.
Change can bring out the best in a team—or spark anxiety and resistance. Deadlines shift, roles evolve, and uncertainty creeps in, making people feel unsteady. Why is it so hard? Breaking old habits, handling increased workloads, and fearing the unknown can leave teams hesitant. But focusing on strengths gives your team a solid anchor. Gallup’s research shows teams using strengths are 14.9% more engaged and 12.5% more productive during tough times.
This blog builds on our insights in How to Navigate Change with Your Team, which covers broad change management strategies. Here, we focus on real, human moments of support—small actions that make change feel less scary. Unlike “What is Strengths-Based Leadership?” which explores individual leadership, this blog zeroes in on team resilience.
Pro Tip: Share your own strengths to model vulnerability, as Harvard Business Review suggests, building trust during uncertainty.
These quick, low-prep strategies use strengths to support your team emotionally and practically, easing the stress of change.
Change can leave your team feeling like they’re on shaky ground. Short, heartfelt check-ins show you care and surface concerns, while tying them to strengths reinforces everyone’s value.
How to Do It:
Why It Works: Empathetic check-ins reduce anxiety and boost engagement by 20%, per CIPD’s wellbeing research.
Pro Tip: Share a personal story of navigating change to spark connection and make it human.
New responsibilities during change can feel overwhelming. Matching tasks to strengths ensures your team tackles roles with confidence, turning uncertainty into opportunity.
How to Do It:
Why It Works: Strengths-based task allocation improves performance by 15%, according to Forbes.
Pro Tip: Celebrate small wins, like a team member’s success, in a quick email or meeting to keep momentum.
Change feels less daunting when your team sees it as a chance to innovate. A quick brainstorming session lets them use strengths to find creative solutions, boosting excitement and ownership.
How to Do It:
Why It Works: Inclusive problem-solving boosts innovation by 30%, per McKinsey.
Pro Tip: Add a fun twist, like a “best idea” coffee voucher, to keep energy high.
You might think, “My team’s too stressed for this!” We get it—change is tough. Here’s how to tackle barriers:
Guide your team with SMART goals (Specific, Measurable, Achievable, Relevant, Time-bound). Use a tool like Asana to track progress and keep everyone aligned.
Inspire resilience with team wins. For example, see how the Goldsmiths Finance Team thrived using strengths. Share stories in newsletters or meetings.
Encourage feedback with tools like SurveyMonkey and act on it to refine processes. Explore Creating a Safe Workspace for tips.
Change doesn’t have to rattle your team. Try a quick check-in, match strengths to tasks, or spark a brainstorming session this week. Your team will feel supported and ready to thrive. For more, read Leading Organisational Change: How to Get Your Team on Board.
Ready to make change a strength? Explore our framework or join our Discovery Workshop to unlock your team’s potential. Let’s navigate change together.