Lead colleagues through transition and uncertainty

This standard is about leading colleagues through transition and uncertainty in ways that support wellbeing, engagement and organisational outcomes. You determine the information you need, gather and analyse evidence and listen actively to understand people’s needs, concerns and experiences. You communicate clearly, promote inclusion and shared understanding and collaborate with colleagues to support people as they navigate transition. You monitor the impact of transition, respond constructively to challenges and adapt your approach when conditions change. You apply relevant leadership, management and transition-support theories and models to strengthen your practice. 

This standard applies to managers and leaders at all levels across all sectors.

1. Determine the information you need to lead colleagues through transition and uncertainty to support wellbeing and performance. 
2. Gather and analyse information from relevant sources to understand people’s needs, concerns and experiences during transition. 
3. Communicate in ways that support inclusion, dignity and shared understanding during transition and uncertainty. 
4. Listen actively to understand concerns, questions and experiences and use this insight to support people effectively. 
5. Evaluate concerns, risks and other factors that may affect people during transition and uncertainty to support timely and proportionate action. 
6. Develop and implement actions that support people to navigate transition and maintain engagement and performance. 
7. Adapt your communication and behaviour to support people’s participation, confidence and engagement during transition. 
8. Collaborate with colleagues to coordinate support for people during transition and uncertainty. 
9. Provide information and guidance that supports people to understand and navigate the transition. 
10. Respond constructively to concerns raised by colleagues in line with organisational procedures to maintain trust and momentum. 
11. Monitor behaviours that may affect support for people during transition and respond in line with organisational procedures to maintain a positive working environment. 
12. Monitor the impact of transition and uncertainty on people’s wellbeing and performance and take proportionate action when required. 
13. Adapt actions in response to changing conditions, feedback and emerging needs to maintain support and progress. 
14. Maintain accurate records that support the leadership of transition and uncertainty. 
15. Apply relevant leadership, management and transition-support theories and models to strengthen how you lead people through transition and uncertainty. 
16. Reflect critically on your performance and behaviour to identify improvements in how you lead people through transition and uncertainty.

1. The factors that influence people’s experiences of transition and uncertainty, and how these affect organisational outcomes.
2. How transition and uncertainty influence performance, engagement and wellbeing. 
3. How to determine and gather the information you need to lead people through transition and uncertainty. 
4. How to analyse information to understand people’s needs, concerns and experiences. 
5. How to communicate in ways that support inclusion, dignity and shared understanding during transition. 
6. How to adapt your communication and behaviour to support people’s participation, confidence and engagement. 
7. How to listen actively to understand concerns, questions and experiences. 
8. How to evaluate concerns, risks and other factors that may affect people during transition and uncertainty. 
9. How to develop and implement actions that support people to navigate transition and maintain engagement and performance. 
10. How to collaborate with colleagues to coordinate support for people during transition and uncertainty. 
11. How to provide information and guidance that supports people to understand and navigate transition. 
12. How to respond constructively to concerns raised by colleagues in line with organisational procedures.
13. How to recognise behaviours that may affect support for people during transition and uncertainty, and how to respond in line with organisational procedures. 
14. How to monitor the impact of transition and uncertainty on people’s wellbeing and performance, and adapt actions in response to changing conditions or emerging needs. 
15. How leadership, management and transition-support theories and models can strengthen how you lead people through transition and uncertainty, and how to reflect critically on your performance to identify opportunities for improvement.

The following values underpin this standard. They are integrated throughout the performance criteria and knowledge and understanding requirements and inform how individuals approach their work, make decisions and interact with others.

• Integrity - acting consistently with organisational values when supporting people through transition.
• Openness - sharing information to support clarity and understanding.
• Inclusion - valuing diverse needs, experiences and perspectives.
• Respect - treating people with dignity during uncertainty.
• Compassion - recognising the human impact of transition.
• Responsibility - taking ownership of your role in supporting others.

The following behaviours underpin this standard. They are integrated throughout the performance criteria and knowledge and understanding requirements and inform how individuals approach their work, make decisions and interact with others.

• Act with integrity, aligning your support with organisational values.
• Be inclusive, valuing diverse needs and experiences.
• Act with respect, treating people with dignity during uncertainty.
• Communicate openly, supporting clarity and shared understanding.
• Be compassionate, acknowledging the human impact of transition.
• Take accountability for your role in supporting people through transition.
• Consider wellbeing, recognising how transition affects people’s confidence, workload and emotional state.