Leading with Agility Through Change

In this week’s Culture Exchange, we explored the concept of leading with emotional agility, a critical skill for anyone guiding teams through disruption, uncertainty, or transformation.

At its core, emotional agility is the ability to be aware of both your own emotions and the emotions of others, and to maintain a sense of control and choice even during times of intense stress. It allows leaders to respond instead of react, to hold space for others without becoming overwhelmed, and to stay grounded in values while navigating new realities.

The Pressures of the Moment

Our discussion this week brought forward some of the most pressing change stressors participants are facing:

• Financial pressure and personal cost-of-living concerns
• Rapid and unclear policy shifts
• Ambiguity about organizational direction or priorities
• The rollout and integration of new technologies

Many employees are grappling with questions that feel deeply personal and immediate:

• Will I still have my job in 6 months?
• Will my wages keep up with the rising cost of living?

Several participants mentioned hearing concerns like: "Gas just went up again," or "Eggs cost double what they did last year." These aren’t abstract ideas; they’re real, daily stressors that affect motivation, focus, and trust.

The Change Timeline

If we map out the range of questions and concerns emerging from change, they tend to fall along a continuum from now to next:

The near-term is about survival and certainty. 

The long-term is about transformation. 

Leaders must balance both to keep teams engaged.

The Role of Leaders: Chief Morale Officers

More than ever, managers and leaders are being called to play the role of Chief Morale Officer. This doesn’t mean pretending everything is fine. It means actively investing in the emotional health of your team.

One participant offered this powerful insight:

"I begin every day by centering myself and my energy. I know that my ability to show compassion will set the tone for how much my employees are able to bring."

This is leadership in action.

5 Ways to Care for Team Morale During Change

1. Start with Presence
   • Begin meetings with check-ins or mindfulness moments. Your energy creates the container for others.
2. Be Transparent and Consistent
   • Share what you know and acknowledge what you don’t. People can handle uncertainty better when they don’t feel gaslit.
3. Normalize Emotional Conversations
   • Make space for fear, confusion, and frustration. Model emotional intelligence.
4. Celebrate Progress, Not Just Endpoints
   • Acknowledge effort, adaptation, and small wins. Morale thrives on recognition.
5. Reinforce Belonging and Meaning
   • Remind your team why their work matters. Align tasks with values and larger purpose.

Leading with agility doesn’t mean having all the answers. It means creating space for the real questions, staying grounded in your values, and walking through change with your people, not just ahead of them.

As we navigate this moment of global transformation, emotional agility might be the most powerful leadership tool we have.

—-------------------------------------------------

We’re always eager to learn more about what’s happening in your world - the opportunities you’re excited about, the challenges you’re navigating, and everything in between. If you’re open to a quick, casual conversation, send a note to our Learning and Development Manager, Cyrus, at cyrus@deettajones.com to set up a time. We’d love to connect and hear about your role, your goals, and where your journey is taking you.