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With the new world of work and remote working, also comes a new way of leading change as well.

Change management may have previously seemed like an in-person type of engagement with our stakeholders.

However, the reality is that as we change the way and where we work, it will also apply to how we lead change remotely. It will require us using various tools, leveraging our five senses, and capitalizing on core change leadership skills such as:

1. Communication
This includes listening and engaging with our stakeholders, and not just sending information or slide decks. Folks are no longer centrally located or have immediate access to in-person meeting or one to one conversations. So how and when we communicate will be key.

2. Empathy
We need to find more ways to be empathetic to the needs of our employees and stakeholders in realizing that not one size fits all. Also, employees and stakeholders are beginning to exercise more autonomy, focusing on their needs. When you look at John Fischer’s process of transition, one of the ways people respond to change is by leaving, and in today’s new world of work, employees are exercising that autonomy more than ever.

3. Emotional Intelligence
Empathy will also come with emotional intelligence in being able to sense and respond to the actions of our stakeholders, as well as ours. When training folks on change leadership, I ask if empathy is possible through remote working and most times the popular answer is “no”. It can be easier to be more empathetic (connect) and practice emotional intelligence remotely as we observe people in their own environments, which provides more clues.

4. Empowering Others
You will need to empower others to support the change process, and also build change networks. Leading change was never the sole responsibility of one person or the change leader. You will need to empower others to make decisions and lead change. Building trust, and mobilizing a broad range of stakeholders to be change agents.

5. Collaboration
You will need to collaborate with others that are more familiar with the broad needs of stakeholders to co-design the right solutions. When you empower and collaborate with others, they are more bought into the change. When employees trust you and are bought into the change, you will see better results and see increased adoption of the change.

 How are you leading and responding to change in the new world of work?