Leading Change Without Losing Stability
I’ve been reflecting a lot on the nature of change.
Change is the reason I got into this work in the first place. But, like anything, too much change can be a bad thing.
Too much change can create overwhelming chaos, especially when leading a team or growing a business.
On the other hand, stability can feel bureaucratic, boring, and stuck in the status quo. I think this is why many leaders feel compelled to embrace a never-ending change agenda.
However, stability provides a solid foundation on which a team can rely; therefore, it is valuable and necessary.
Stability really can lead to success.
So today, I want to talk about how you can balance change with stability to effectively lead and grow your business.
Let’s dive in.
The Problem with Too Much Change
Have you ever worked in an organization that seems to be obsessed with change?
You know what I’m talking about—that company that launches new initiatives in a sporadic and seismic way and seems obsessed with change for change's sake.
Obsessed organizations are very different from organizations that adopt a healthy change agenda.
They operate in a perpetual state of flux, focusing on constant motion rather than meaningful progress. They also:
Overwhelm their teams with frequent shifts in direction, making it difficult for employees to keep up, leading to diminished morale and productivity.
Sacrifice depth for breadth, spreading resources thinly across too many projects, which results in incomplete or poorly executed initiatives.
Fail to establish a consistent vision, leaving employees uncertain about the organization’s long-term goals and their role in achieving them.
Struggle to sustain performance, as their lack of stability undermines their ability to build on successes and maintain consistent results over time.
Working in a change-obsessed organization is like navigating a city where the streets constantly change names, and the routes are never the same twice.
It might initially seem exciting, but the constant churn of change can become disorienting.
When everything is constantly in flux, finding your footing and progress becomes nearly impossible.
I always see this “change problem” happening in organizations, and I’d like to suggest an alternative approach.
Embrace Subtle Shifts!
The Power of Subtle Shifts
Subtle shifts enable us to adapt and grow without losing our footing.
They’re the small, deliberate shifts that, over time, lead to significant improvements and lasting success.
By focusing on these nuanced adjustments, teams can make progress without the disruption that often comes with more radical changes.
Here are some examples of the power of subtle shifts:
Refining Communication Channels: I recently worked with a coaching client who struggled with communication bottlenecks that slowed his team’s progress. Instead of making a big deal about how the team wasn’t communicating well, he made a simple and subtle shift: introducing a 15-minute daily stand-up meeting where team members shared their top priorities. This small change improved communication and collaboration without adding unnecessary complexity. As a result, the team experienced faster decision-making and more efficient problem-solving, which significantly boosted productivity.
Adjusting Goal-Setting Processes: Another client found that their team’s long-term goals felt distant and lacked momentum. Rather than implementing a drastic overhaul, I helped them introduce a subtle shift to a more iterative goal-setting process. By setting quarterly goals with regular check-ins, the team could adapt and realign more frequently based on progress and changing circumstances. This shift resulted in heightened motivation, sharper focus, and a noticeable improvement in overall performance, as the team consistently met and exceeded their targets.
Enhancing Professional Development: A client wanted to improve their team’s skills but couldn’t secure funding for a large-scale training initiative. I suggested a subtle shift toward peer-to-peer learning, encouraging the team to set up informal mentoring pairs and share skills through short, focused sessions. This approach built a culture of continuous learning and collaboration within the team. The success was evident as the team became more versatile, cohesive, and effective in achieving their goals.
These examples demonstrate how subtle shifts can balance change and stability while gently steering a team toward higher performance and growth, ensuring that change is manageable and effective.
Finding The Right Balance
If you want to lead change, start small.
Pick one area in your team or business where change has felt overwhelming or chaotic, and introduce a subtle shift instead of a sweeping overhaul.
This could be as simple as refining your communication process, adjusting how you set goals, or fostering peer-to-peer learning. Implement this shift for a week, and observe how it impacts your team's morale, focus, and overall performance.
You might be surprised by how much progress you can make by focusing on small, deliberate changes rather than constantly chasing the next big thing.
Remember, subtle shifts aren't about resisting change—they're about guiding it in a way that fosters stability, growth, and long-term success.
That’s all for this week. I hope it’s given you some food for thought.
See you next Tuesday.
