Change is omnipresent. Whether it’s digitalisation, new working models or social upheaval – change is not a project with a defined end date, it is a continuous process. Although many people associate it with uncertainty, change offers significant opportunities for growth, for development and for genuine creativity.
Change is like a new relationship
The biggest change in life that we often long for is a new romantic relationship. After the inital excitement wears off, it quickly becomes clear that you are now sharing your life with someone else. This means having to coordinate, compromise and share responsibility.
The same applies in a professional context – only with different people and different conditions.
Change marks the beginning of something new that we develop together.
Managers play a key role in the change process
They are not just implementers of change – they are also designers, communicators and emotional anchors. They provide guidance, build trust and support people through change.
Communication & clarity
Change requires clarity.
What is happening? Why is it important? What does the path ahead look like?
Regular, open communication fosters trust and security.
My tip: give change a fixed place in your regular meetings. Talk about what is going well and any concerns the team has. We can learn from each other and support each other, which helps enormously with the process.
Vision & Objectives
People follow ideas that make sense.
A clear vision shows where the journey is headed – and why it’s worth taking it.
My tip: I am a big fan of Simon Sinek and his „Golden Circle“. As yourself whether your vision really answers the „why“. What is the purpose, belief or conviction that drives your company?
Motivation & Inspiration
Change requires energy.
As a manager, you can strengthen your team by showing them opportunities and encouraging them.
My tip: if motivation is low, talk about it openly or create shared experiences. Having breakfast together in a relaxed atmosphere or a ‚walking the talk‘ can work wonders. They say the best ideas often come outside the office.
Dealing with conflict constructively
Resistance is a sign of commitment.
Talk openly about challenges, take emotions seriously and encourage honest discussions.
My tip: when there is tension in the team, it is never pleasant. But: Gather your courage and address all issues. Tackle what can be solved together. Identify and accept what is beyond your control – and then move on.
Feedback & role model
Change thrives on dialogue.
Seek feedback, listen – and lead by example.
My tip: This is perhaps the most important point. As a manager, you are always being watched. If you are unsure, your team will sense it. Find your own way of leading by example and others will naturally follow.
Sustainability & perseverance
Change requires continuity.
Having fixed points in everyday life and maintaining regular communication and perseverance makes all the difference.
My tip: Build on communication: feedback loops, updates on progress and honest answers to open questions create trust. This way, no one has to worry unnecessarily.
Allow support
Leadership also means practicing self-care.
Accepting help – from colleagues, superiors or external parties – demonstrates strength and responsibility.
My tip: I had to learn from my experience. For a long time, I thought that as a manager, I had to be able to do everything. But I am only human – with emotions and limitations. Ofen, a conversation with colleagues or my coach was often enough to help me see things clearly again.
My conclusion
Change is human – and can be shaped
Change is not the enemy.
It is an invitation to rethink, grow and create the future together.
As a manager, you are both part of the process and a trailblazer.
Perfection is not the goal.
They keys are presence, clarity, empathy and courage.
Ultimately, change is not just what happens;
it is what we make of it.
