The Manager’s Playbook: How to adapt your leadership style for different stages of transformational change.
Transformational change is an inevitable part of any business journey. Whether driven by internal innovation or external forces, organisations must adapt, and with that adaptation comes the need for leaders to evolve their approach.
Leading during times of change requires more than a "one-size-fits-all" style; instead, it demands flexibility, self-awareness, and the ability to pivot as circumstances shift. To steer organisations through transformation effectively, leaders must be mindful of the different stages of change and adjust their leadership style accordingly.
Understanding the stages of change.
Most organisational change follows a predictable path - beginning with awareness, where the need for change is identified, and then moves into the planning phase, where strategies are laid out. Next comes implementation, the stage where changes start to be felt across the organisation, followed by the consolidation phase, where the new ways of working become embedded. Finally, there's the stage of sustained growth, where the focus is on maintaining momentum and continuing to evolve.
Throughout each of these stages, the leadership demands shift considerably. Understanding these stages is the first step in ensuring that your leadership approach is agile and adaptive.
The science bit.
When leading through change, research highlights the importance of psychological flexibility. According to Susan David (2016), leaders who adapt their thinking and behaviour to shifting circumstances are more successful at guiding their teams through uncertainty. This adaptability is crucial when navigating the emotional ups and downs of organisational transformation.
Furthermore, Transformational Leadership Theory, introduced by Bass and Avolio (1990), demonstrated that leaders who inspire, motivate, and intellectually challenge their teams foster greater engagement and innovation during change. Transformational leaders can effectively align teams with the broader vision, helping to drive successful implementation.
Finally, when thinking about the journey that leaders need to take the organisation on, Kotter’s 8-Step Change Model (1995) is a good start - and offers a structured approach to transformational change, emphasising the importance of building urgency, creating a shared vision, and consolidating gains. Leaders who adapt their style through Kotter's stages—from visionary to coaching and democratic—are better equipped to embed lasting change.
Key takeaways.
Psychological flexibility (David, 2016) helps leaders adapt their behaviour and thinking to navigate uncertainty during change.
Transformational Leadership Theory (Bass & Avolio, 1990) emphasises inspiring and intellectually challenging teams to foster innovation and engagement.
Kotter’s 8-Step Change Model (1995) outlines key steps like building urgency and consolidating gains to ensure successful transformation.
Adaptive leadership across change phases—from visionary to coaching and democratic—boosts engagement and long-term success.
The right style at the right time.
Awareness and planning phase – visionary leadership
In the early stages of change, when the need for transformation is first recognised, leaders must embody a visionary leadership style. This is the time to inspire and motivate others with a clear vision of the future. Employees need to understand why change is necessary and how it will benefit the organisation—and them as individuals.
Visionary leaders are adept at painting a picture of success that energises the workforce, alleviating any initial anxiety around uncertainty. At this stage, it's important to focus on open communication and to be prepared to answer the "why" behind the transformation.
Implementation phase – coaching and transformational leadership
Once the planning is complete and the change process begins to roll out, leaders need to adopt a coaching approach. This stage often brings confusion and discomfort, as employees navigate new systems, processes, or responsibilities. A coaching style encourages ongoing learning and development, helping individuals to embrace new ways of working while feeling supported.
Transformational leadership is also key during implementation. This style focuses on inspiring teams to go beyond their comfort zones and embrace new challenges. It's not just about pushing through change; it's about actively engaging employees in the transformation, empowering them to take ownership of the process.
Consolidation phase – democratic leadership
As the new ways of working begin to settle, it's important to switch to a democratic or participative leadership style. At this stage, employee input is invaluable. They are the ones living the change, and their feedback will highlight where things are working—and where adjustments may still be needed.
Democratic leaders encourage collaboration and foster an open culture where team members feel comfortable sharing their insights. By actively involving employees in refining the new systems, you reinforce a sense of ownership and commitment to the transformation.
Sustained growth phase – affiliative leadership
Once the change has been embedded, the focus shifts to maintaining and building upon the progress made. During this stage, an affiliative leadership style can be particularly effective. This approach prioritises relationships, wellbeing, and the overall harmony of the team.
The transformational period likely took its toll on individuals and teams, so leaders need to nurture the wellbeing of their workforce, ensuring they feel valued and supported. Affiliative leadership builds trust and strengthens team cohesion, which will be vital for sustaining the momentum and preparing for future changes.
Final thoughts. Embracing flexibility as a leader.
Transformational change is a journey that demands adaptive leadership and a commitment to both business goals and employee wellbeing and leading transformational change isn’t easy, but adapting your leadership style to meet the needs of each stage will make a significant difference.
The ability to be visionary when needed, to coach during challenging times, to encourage participation during consolidation, and to build a sense of community in the long run is what separates successful change leaders from the rest.
At its core, effective leadership during change is about flexibility, empathy, and understanding the human element behind the organisational shifts. With the right approach at the right time, you can guide your organisation through even the most complex transformations, ensuring not just survival, but success.
Find out more…
If you would like to know more about how Psychology Works could help your organisation with transformational change, building flexibility in leadership styles or leadership development more broadly, just give us a shout! On 01273 569314 or hello@psychologyworks.global.
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