Steps to ensure your team has resources for success
Navigating change requires more than just a vision; it demands the right skills and resources to bring that vision to life. No matter how well-planned a transformation may be, if teams lack the tools and knowledge to adapt, resistance and uncertainty will dominate.
One of the most important steps is identifying skill gaps as early as possible. Before a significant shift, assessing the team’s current capabilities against the demands of the change helps leaders anticipate areas needing support. When major retailers transitioned towards digital-first shopping experiences, companies such as Marks & Spencer invested heavily in digital literacy training for their workforce to ensure that employees could confidently embrace new technology rather than hesitate.
Providing continuous learning opportunities is essential. Change is not a one-time event; it is an ongoing process. Instead of relying solely on initial training sessions, organisations that commit to ongoing development—through mentorship programmes, interactive workshops, or on-demand learning platforms—position their teams for long-term success. AstraZeneca, for example, has embedded learning as a key part of its digital transformation strategy, ensuring employees can build critical skills over time rather than being overwhelmed by a single training session.
Ensuring access to the right resources is just as critical as skills development. Whether it’s upgraded technology, refined processes, or a support network to guide employees through the transition, equipping teams with practical tools fosters confidence and enhances their effectiveness. When Unilever embraced sustainability-driven business changes, it didn’t simply expect teams to shift overnight. Instead, it developed detailed guidelines, shared best practices, and ensured that employees had access to expert-led discussions on sustainable operations to facilitate a smooth transition.
Encouraging a culture of adaptability is the final piece of the puzzle. A workforce that sees change as an opportunity rather than a disruption is far more likely to thrive. Leaders who cultivate open discussions, celebrate small wins and acknowledge transformation challenges help their teams build resilience. When Google introduced hybrid working models, it actively engaged employees in shaping the policies, ensuring that teams felt empowered rather than dictated to by corporate decisions.
No organisation can avoid change, but how it prepares its teams defines the success of that change. By addressing skills gaps, providing ongoing learning, equipping employees with the necessary resources, and fostering adaptability, businesses can transform uncertainty into growth, ensuring their teams are well-prepared for this shift and whatever comes next.