Let’s be honest: your team is likely feeling fatigued. After years of "transformations," "pivots," and "restructures," many teams are not lazy or disengaged; they are simply tired.
In my work as a leadership coach, I often see well-meaning leaders respond to this exhaustion by trying to "energise" the room. They increase the urgency and adopt a "We’ve got this!" attitude. But change fatigue isn't a lack of motivation; it is a lack of capacity. Simply adding more energy will not refill an already depleted tank.
If you want to guide your people through periods of flux without burning them out, you need to transition from pushing harder to leading with emotional intelligence.
How to Lead Through Change Fatigue:
- Name the Situation: People feel immediate relief when a leader acknowledges reality. Simply stating, "I know this has been exhausting," builds trust and confirms your team isn't imagining the pressure.
- Be Ruthless with Priorities: If everything is a priority, then nothing truly is. Your role is to protect your team’s focus by being clear about what can be dropped or delayed. Give them permission to dive deeply into the tasks that truly matter.
- Create Anchors of Certainty: When the environment is in flux, finding stability in routine is essential. Morning meetings, consistent one-on-ones, and clearly defined expectations create the safety needed to help people navigate through uncertainty.
- Put the Pom-Poms Away: Authentic leadership requires honesty over performance. If you are struggling with the pace, say so. Demonstrating self-awareness and vulnerability invites your team to mirror this behaviour, creating a more dynamic and transparent workplace.
Leading through fatigue isn't about having a perfect strategy; it's about presence, empathy, and managing the emotional climate of your organisation.
