How to Lead a Team Through Change PPT.pdf
ShravaniJamkhande
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37 slides
Oct 13, 2025
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About This Presentation
Change is never easy — but great leaders know how to guide their teams through it with clarity, confidence, and compassion.
This presentation, “How to Lead a Team Through Change,” reveals powerful, actionable strategies to help leaders inspire trust, overcome resistance, and build resilience ...
Slide Content
HOW TO LEAD A TEAM THROUGH
CHANGE
Strategies, Insights, and Actionable Steps
By : Shravani Jamkhande
CHANGE
Strategies, Insights, and Actionable Steps
By : Shravani Jamkhande
INTRODUCTION
) + Change is constant in both business and life.
+ Teams that embrace change grow stronger and
more resilient.
+ Purpose of this session: Equip leaders with
strategies to guide teams effectively.
« Tip: Keep your tone motivating and positive.
01
) + Change is constant in both business and life.
+ Teams that embrace change grow stronger and
more resilient.
+ Purpose of this session: Equip leaders with
strategies to guide teams effectively.
« Tip: Keep your tone motivating and positive.
01
+ Business environments are dynamic: technology,
competitors, market trends.
+ Organizations that resist change risk losing
relevance.
+ Example: Kodak's decline due to failure to adapt
to digital photography.
« Action: Identify one area where your team needs
change today. 02
competitors, market trends.
+ Organizations that resist change risk losing
relevance.
+ Example: Kodak's decline due to failure to adapt
to digital photography.
« Action: Identify one area where your team needs
change today. 02
UNDERSTANDING TEAM
RESISTANCE
+ Common reasons for resistance:
¢ Fear of the unknown
« Attachment to current routines
* Lack of trust in leadership or process
+ Tip: Empathize and listen before attempting to
implement change.
03
RESISTANCE
+ Common reasons for resistance:
¢ Fear of the unknown
« Attachment to current routines
* Lack of trust in leadership or process
+ Tip: Empathize and listen before attempting to
implement change.
03
THE ROLE OF A LEADER IN
CHANGE
+ Set clear vision and goals.
+ Communicate consistently and transparently.
+ Support team members through uncertainty.
+ Model adaptability and resilience.
+ Example: Leaders who openly discuss challenges
gain trust.
04
CHANGE
+ Set clear vision and goals.
+ Communicate consistently and transparently.
+ Support team members through uncertainty.
+ Model adaptability and resilience.
+ Example: Leaders who openly discuss challenges
gain trust.
04
CHANGE MANAGEMENT MODELS
« Kotter's 8-Step Model: A step-by-step guide for
7)
successful change.
* Lewin's Change Model:
+ Unfreeze > Prepare for change
® Change > Implement new behaviors
+ Refreeze > Stabilize and embed change
Tip: Choose the model that fits your team
ulture. 05
« Kotter's 8-Step Model: A step-by-step guide for
7)
successful change.
* Lewin's Change Model:
+ Unfreeze > Prepare for change
® Change > Implement new behaviors
+ Refreeze > Stabilize and embed change
Tip: Choose the model that fits your team
ulture. 05
CHANGE MANAGEMENT MODELS
« Kotter's 8-Step Model: A step-by-step guide for
7)
successful change.
* Lewin's Change Model:
+ Unfreeze > Prepare for change
® Change > Implement new behaviors
+ Refreeze > Stabilize and embed change
Tip: Choose the model that fits your team
ulture. 06
« Kotter's 8-Step Model: A step-by-step guide for
7)
successful change.
* Lewin's Change Model:
+ Unfreeze > Prepare for change
® Change > Implement new behaviors
+ Refreeze > Stabilize and embed change
Tip: Choose the model that fits your team
ulture. 06
URGENCY
« Explain why change is critical and the risks of
inaction.
+ Use real data, market trends, or examples to
create urgency.
« Action Tip: Highlight how change benefits both
the team and individuals.
07
« Explain why change is critical and the risks of
inaction.
+ Use real data, market trends, or examples to
create urgency.
« Action Tip: Highlight how change benefits both
the team and individuals.
07
STEP 2 - BUILD A CHANGE
COALITION
« Identify influential team members and key
supporters.
¢ Form a guiding team to drive change and
motivate others.
« Tip: Include representatives from different levels
for diverse perspectives.
08
COALITION
« Identify influential team members and key
supporters.
¢ Form a guiding team to drive change and
motivate others.
« Tip: Include representatives from different levels
for diverse perspectives.
08
VISION
+ Define the desired outcomes of the change.
+ Make the vision simple, clear, and achievable.
« Ensure it aligns with team values and
organizational goals.
« Example: “We will reduce project completion
time by 20% within 6 months.”
09
+ Define the desired outcomes of the change.
+ Make the vision simple, clear, and achievable.
« Ensure it aligns with team values and
organizational goals.
« Example: “We will reduce project completion
time by 20% within 6 months.”
09
VISION
« Share the vision clearly through meetings,
emails, or visuals.
+ Use stories or metaphors to make it relatable.
+ Repeat the message frequently.
« Tip: Encourage questions and clarify doubts.
« Share the vision clearly through meetings,
emails, or visuals.
+ Use stories or metaphors to make it relatable.
+ Repeat the message frequently.
« Tip: Encourage questions and clarify doubts.
+ Remove obstacles preventing progress.
« Provide training, resources, and authority to
make decisions.
+ Encourage team members to propose solutions.
+ Action Tip: Celebrate initiatives, even small
ones.
11
« Provide training, resources, and authority to
make decisions.
+ Encourage team members to propose solutions.
+ Action Tip: Celebrate initiatives, even small
ones.
11
WINS
« Identify small, achievable goals early in the
process.
Publicly celebrate achievements to build
momentum.
+ Example: Recognize the first team to adopt a
new process successfully.
12
« Identify small, achievable goals early in the
process.
Publicly celebrate achievements to build
momentum.
+ Example: Recognize the first team to adopt a
new process successfully.
12
STEP 7 - CONSOLIDATE GAINS
+ Build on early successes to tackle bigger goals.
« Avoid slowing down or assuming change is
complete.
» Tip: Keep reinforcing the benefits of change
through progress updates.
+ Build on early successes to tackle bigger goals.
« Avoid slowing down or assuming change is
complete.
» Tip: Keep reinforcing the benefits of change
through progress updates.
CULTURE
+ Embed new behaviors in everyday work.
+ Update policies, reward systems, and processes
to reflect change.
+ Example: Regularly reward teams who adopt
innovative solutions.
+ Embed new behaviors in everyday work.
+ Update policies, reward systems, and processes
to reflect change.
+ Example: Regularly reward teams who adopt
innovative solutions.
UNDERSTANDING EMOTIONAL
RESPONSES
+ Team members experience stages: Denial >
Resistance > Exploration > Commitment.
+ Leaders should guide, support, and reassure
throughout these stages.
¢ Tip: Offer counseling, mentoring, or support
groups if needed.
RESPONSES
+ Team members experience stages: Denial >
Resistance > Exploration > Commitment.
+ Leaders should guide, support, and reassure
throughout these stages.
¢ Tip: Offer counseling, mentoring, or support
groups if needed.
COMMUNICATING DURING
CHANGE
+ Be transparent about progress, challenges, and
goals.
¢ Avoid vague statements - clarity reduces
anxiety.
+ Listen actively and validate concerns.
+ Example: Weekly team updates and O&A
sessions. 16
CHANGE
+ Be transparent about progress, challenges, and
goals.
¢ Avoid vague statements - clarity reduces
anxiety.
+ Listen actively and validate concerns.
+ Example: Weekly team updates and O&A
sessions. 16
| INVOLVING THE TEAM
) ¢ Encourage participation in planning and
decision-making.
+ Co-create solutions wherever possible to boost
ownership.
« Tip: Use surveys, brainstorming sessions, or
suggestion boxes.
17
) ¢ Encourage participation in planning and
decision-making.
+ Co-create solutions wherever possible to boost
ownership.
« Tip: Use surveys, brainstorming sessions, or
suggestion boxes.
17
BUILDING TRUST
+ Demonstrate consistency, fairness, and integrity.
« Admit mistakes openly to build credibility.
« Follow through on promises and commitments.
« Tip: Trust is built over time but can be lost in a
single action.
18
+ Demonstrate consistency, fairness, and integrity.
« Admit mistakes openly to build credibility.
« Follow through on promises and commitments.
« Tip: Trust is built over time but can be lost in a
single action.
18
À MANAGING CONFLICT
+ Recognize tensions early to prevent escalation.
« Treat conflict as an opportunity for growth and
better solutions.
« Use active listening and mediation techniques.
+ Example: Hold structured discussions with
neutral facilitation.
19
+ Recognize tensions early to prevent escalation.
« Treat conflict as an opportunity for growth and
better solutions.
« Use active listening and mediation techniques.
+ Example: Hold structured discussions with
neutral facilitation.
19
TRAINING AND DEVELOPMENT
+ Provide skill-building opportunities aligned with
the change.
+ Offer workshops, mentoring, or online learning.
+ Action Tip: Pair team members with mentors or
“change champions.”
20
+ Provide skill-building opportunities aligned with
the change.
+ Offer workshops, mentoring, or online learning.
+ Action Tip: Pair team members with mentors or
“change champions.”
20
MOTIVATING THE TEAM
« Identify intrinsic (personal growth, mastery) and
extrinsic (bonuses, recognition) motivators.
+ Reward adaptability and proactive behavior.
+ Example: Public recognition for team members
embracing new processes.
21
« Identify intrinsic (personal growth, mastery) and
extrinsic (bonuses, recognition) motivators.
+ Reward adaptability and proactive behavior.
+ Example: Public recognition for team members
embracing new processes.
21
MONITORING PROGRESS
+ Track KPls, milestones, and completion rates.
+ Regularly review team performance and provide
feedback.
+ Adjust plans based on progress and challenges.
+ Tip: Use dashboards or project management
tools for transparency.
+ Track KPls, milestones, and completion rates.
+ Regularly review team performance and provide
feedback.
+ Adjust plans based on progress and challenges.
+ Tip: Use dashboards or project management
tools for transparency.
FEEDBACK LOOPS
+ Encourage two-way communication between
leadership and team.
+ Act on suggestions to improve engagement.
« Share outcomes of feedback to maintain trust.
+ Encourage two-way communication between
leadership and team.
+ Act on suggestions to improve engagement.
« Share outcomes of feedback to maintain trust.
OVERCOMING OBSTACLES
¢ Anticipate common barriers such as resource
gaps, skill shortages, or resistance.
+ Promote collaborative problem-solving.
+ Remain flexible and adjust strategies as needed.
24
¢ Anticipate common barriers such as resource
gaps, skill shortages, or resistance.
+ Promote collaborative problem-solving.
+ Remain flexible and adjust strategies as needed.
24
LEADING BY EXAMPLE
+ Demonstrate commitment to change through
personal actions.
+ Show resilience and adaptability in challenging
situations.
¢ Inspire confidence through consistency.
25
+ Demonstrate commitment to change through
personal actions.
+ Show resilience and adaptability in challenging
situations.
¢ Inspire confidence through consistency.
25
CELEBRATING MILESTONES
+ Recognize both individual and team
achievements.
+ Celebrate small wins to maintain morale.
+ Tip: Use team meetings, emails, or informal
gatherings to highlight progress.
26
+ Recognize both individual and team
achievements.
+ Celebrate small wins to maintain morale.
+ Tip: Use team meetings, emails, or informal
gatherings to highlight progress.
26
CASE STUDY: SUCCESSFUL
CHANGE
+ Example: Remote work transition in Company X.
¢ Actions: Clear communication, pilot programs,
training.
+ Result: Increased productivity, employee
satisfaction, and engagement.
¢ Lesson: Transparent leadership + employee
involvement = successful change. 27
CHANGE
+ Example: Remote work transition in Company X.
¢ Actions: Clear communication, pilot programs,
training.
+ Result: Increased productivity, employee
satisfaction, and engagement.
¢ Lesson: Transparent leadership + employee
involvement = successful change. 27
MANAGEMENT
¢ Project Management: Trello, Asana, Monday.com
¢ Communication: Slack, Microsoft Teams, Zoom
« Tracking & Analytics: Google Sheets, Power Bl,
Excel dashboards
+ Tip: Use tools that fit your team size and culture.
28
¢ Project Management: Trello, Asana, Monday.com
¢ Communication: Slack, Microsoft Teams, Zoom
« Tracking & Analytics: Google Sheets, Power Bl,
Excel dashboards
+ Tip: Use tools that fit your team size and culture.
28
+ Poor communication or vague messaging.
+ Ignoring resistance instead of addressing it.
+ Lack of clear vision or leadership commitment.
+ Overloading team members with too many
changes at once.
29
+ Ignoring resistance instead of addressing it.
+ Lack of clear vision or leadership commitment.
+ Overloading team members with too many
changes at once.
29
SUSTAINING CHANGE
« Reinforce new habits through continuous
feedback.
Provide ongoing training and support.
+ Monitor long-term performance and
engagement.
* Tip: Celebrate repeatable successes and
standardize best practices.
30
« Reinforce new habits through continuous
feedback.
Provide ongoing training and support.
+ Monitor long-term performance and
engagement.
* Tip: Celebrate repeatable successes and
standardize best practices.
30
+ Create a safe space for sharing ideas without
fear.
+ Reward experimentation and creative problem-
solving.
¢ Learn from failures and iterate for improvement.
31
fear.
+ Reward experimentation and creative problem-
solving.
¢ Learn from failures and iterate for improvement.
31
+ Assess your own adaptability and mindset.
+ Seek feedback from peers and team members.
+ Identify areas for improvement in leadership
style.
32
+ Seek feedback from peers and team members.
+ Identify areas for improvement in leadership
style.
32
KEY TAKEAWAYS
¢ Clear vision + consistent communication.
+ Empowerment, trust, and team engagement.
+ Celebrate wins, monitor progress, and sustain
momentum.
» Tip: Adapt these strategies based on your
team’s unique culture.
33
¢ Clear vision + consistent communication.
+ Empowerment, trust, and team engagement.
+ Celebrate wins, monitor progress, and sustain
momentum.
» Tip: Adapt these strategies based on your
team’s unique culture.
33
ACTION PLAN
+ Define clear change objectives.
¢ Communicate expectations and timeline.
e Train, empower, and motivate team members.
« Track progress, celebrate wins, and adjust
strategies as needed.
34
+ Define clear change objectives.
¢ Communicate expectations and timeline.
e Train, empower, and motivate team members.
« Track progress, celebrate wins, and adjust
strategies as needed.
34
LEAD CHANGE. CONQUER DOUBT.
RISE HIGHER.
+ Also you can check out my ‘Conquer Your
Inner Critic: The Mindset Reset to End Self-
Doubt and Unleash True Confidence’ ebook as
well below:
https://payhip.com/b/ABKel
35
RISE HIGHER.
+ Also you can check out my ‘Conquer Your
Inner Critic: The Mindset Reset to End Self-
Doubt and Unleash True Confidence’ ebook as
well below:
https://payhip.com/b/ABKel
35
THANK YOU
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