At the top of the year, companies launch their big-picture strategies, and for teams, it’s all systems go. But by the end of the second or third quarter, those strategies might change – a common event that every leader should anticipate.
When economic headwinds, new technologies, or aggressive competitor moves force businesses to shift direction, teams have to be able to pivot quickly. As a leader, it’s easy to get blindsided by changes, but your employees will look to you for stability and guidance.
Being able to adjust your strategy on the fly is something that you can prepare for. When you build your strategy, think about possible developments, contingencies, and how you will communicate inevitable changes to your team. By being transparent and clear with your employees throughout the process, you stand to increase agility and motivation. In fact, a Gallup report found that teams with strong clarity around goals deliver 20% higher performance and experience 87% lower turnover – benefits that can be reaped as companies transform.
So how can you create an adaptable strategy that keeps your people moving forward, even as company-wide goals change?
Establish a clear purpose
Strong, resilient strategies start with a shared purpose that every team member can rally behind. Some examples of team purposes might be “To innovate new solutions to challenging problems,” or “To tell stories that inspire change.” Think of the purpose as your team’s why — the anchor that doesn’t shift even when tactics do. Always involve your team in shaping this purpose so you have their full buy‑in, then reinforce it often by weaving it into team meetings and updates. Having this solid “why” gives your people stability and direction, even when the elements of your strategy need to evolve.
Key question: “How do you rally your team around a shared purpose?”
Design with flex points
At the start of the year, you likely mapped out initiatives tied to your company’s main goals. But when those goals shift, whether due to market conditions or leadership changes, you don’t always need to start over. Instead, think about which initiatives can be reallocated or reframed to support the new priorities. For example, an initiative originally designed to boost customer retention might also support a new company goal around revenue growth. Laying out your strategy in a modular format with each desired outcome supported by flexible initiatives makes it easier to quickly adjust without losing momentum.
Key question: How can you reallocate or tweak current initiatives to support new company goals?
Build ownership
During times of change, one of the best ways to keep your team engaged is to give them a real sense of ownership. Instead of announcing a new strategy, frame it as a collaborative effort to reach the goal. Consider asking teammates to suggest new approaches and test ideas, making space for creative problem-solving. When people feel their input shapes the path forward, they’re not only more motivated but also more innovative in finding solutions.
Key question: “Where can you encourage small experiments to test new ideas?”
Set up real-time feedback loops
Communication is the cornerstone of every agile team. When a strategy changes from the original plan, your team will likely need more check-ins than usual to stay aligned and supported. Consider having extra weekly or bi-weekly conversations following a change, so employees can ask clarifying questions, share their feedback, or ask for help. When you allow your team the time and space to weigh in, they'll feel more confident moving in the new direction. Also, it will help you better course-correct the plan as it unfolds.
Key question: “Is your cadence for check-ins enough for your team?”
Manage with a people-first mindset
Even the best strategy fails if there’s no buy-in. Make sure you’re addressing not just the tactical shifts, but also the emotional impact of change. Be transparent about why changes are happening, and ask your team to share their feedback and concerns along the way. You might consider hosting short Q&A sessions, or pairing individuals with mentors to help them navigate new responsibilities. When people feel heard and supported, they’re more likely to embrace new directions instead of resisting them.
Key question: “How are you helping your team feel supported through change?”
