By Kailey Bowser

It’s no surprise that most businesses are experiencing change unlike they have ever seen. You can see it on the doors of most businesses; adjusted hours, limited menus, and staffing shortages. We are seeing slower response times, delayed projects, tightening of budgets, and reprioritization. You can see it in how businesses are changing their operations and how they run their business entirely. Businesses are restructuring, making layoffs, cutting benefits and asking more of the people that are still working. 

Through all of this, we are hearing from clients, “How do we push through these changes while focusing on our people?” and “How do we keep up with our day-to-day expectations with limited resources?”

We invite you to look at this from a leadership perspective. As a leader, how do you navigate through these changes day after day while outwardly projecting hope and positivity? As a leader, how do you make the future less fearful for your staff? And, how do you show up to tough and inevitable conversations from a place of humanity?

We, at Innovative Connections, are living through it, just the same as you. While we don’t have all of the answers, we are learning, and growing, and finding new ways of operating our business. We, like you, strive to communicate effectively, be as transparent as possible, and continue to put our People First through it all. 

In our work, we find that leaders are struggling with questions like:

“We don’t have the revenue coming in to pay for operations or salaries, how do we move forward?”

“Amidst constant chaos and a changing work environment, how do we keep company culture alive?”

“How strong is our underlying business model?”

“What are our plans for remote or hybrid work?”

“How are we supporting our staff through this roller coaster of transitions?”    

If you are experiencing any of this, here are some tips:

  1. Prepare, prepare, prepare for conversations.
  2. Walk people through their options and different scenarios of what the future could look like in their role.
  3. Explain the why and explain it thoroughly. Be as transparent as you can.
  4. Take time everyday to check in on your key team members. Share what you can along the way so they don’t make decisions based on fear.
  5. Acknowledge that the transition to fully accept a change takes time and trust. Understand that time and trust varies among everyone and be mindful of that period of time.
  6. Encourage questions, and use the knowledge you have to calm fears to the extent you can given the situation. Be honest, and realistic. Do not make promises you cannot keep. 
  7. Remember through it all to celebrate and recognize your people in ways that are meaningful to the them.
  8. Find the silver lining after a big change has happened.

We are here to help you navigate these difficult times, whether it is restructuring, human resources, recruitment and/or retention, strategic planning, leadership development, or other workforce issues. Please contact us for a free consultation at 970-279-3330 or