When big changes happen at your business, it might feel both exciting and daunting. Whether you experience a sudden influx of employees, the unexpected success of a new product line, the loss of an essential team member, or the failure of a key project, changes are stressful on leaders. But rapid change always brings with it an opportunity to grow your leadership capacity.

What qualities are shared by the best leaders that help them manage both positive and difficult changes with resilience? At Teamalytics, we have worked with thousands of leaders over multiple decades. We’ve reviewed our data about leadership and identified the following key leadership traits that help leaders like you weather rapid change.

Urgency and Intensity

The first trait to consider is Urgency and Intensity. As you and your team navigate a sudden change, some team members may have a strong inborn urge to actualize needed adjustments as soon as possible. Others may not share that drive.

Awareness of your own level of innate Urgency and Intensity is crucial to positive interactions with colleagues during a time of company transformation. Discussions can become heated if some parties feel passionate about imminent adaptations and others want to take a more measured approach.

Rather than view one way as the “right way,” see the value in striking a balance between those with high Urgency and Intensity and those with a lower manifestation of that trait. Naming this trait in conversations with team members may diffuse some of the tension and help everyone see that while they have different approaches, they still share the same goals.

Need for Order, Need for Change

In a similar way, the two traits Need for Order and Need for Change may create division among team members during a time of rapid growth. Although not always the case, one of these traits tends to be stronger than the other in each individual.

Those with a high Need for Order may get caught up in the details of a sudden company pivot or opportunity, unable to see the big picture amid all the logistics. However, this attention to detail may serve the company well if it flags potential concerns and circumnavigates problems.

In contrast, those with a high Need for Change may be ready to jump headfirst into a new way of doing business without consideration for trickle-down effects. While they may miss some components of the goal, their willingness to adapt and take risks can lead the company to new opportunities and chances for growth.

Consider which Need is a stronger trait in yourself, and be clear-eyed about how that translates into personal strengths and constraints.

Self-Confidence, Self-Critical

Finally, the two traits Self-Confidence and Self-Critical can become heightened during a time of sudden change for a company.

Those who err on the side of Self-Confidence may feel strongly attached to their perspective on the sudden change, whether it be positive or negative. In contrast, those with a high Self-Critical trait may be berating themselves for not anticipating this change sooner, or for agreeing to the change in the first place.

As a leader, it can be difficult to accurately assess these traits in yourself, much less in your team members. If your team is navigating a season of rapid change or growth, it may be time to call in reinforcements.

At Teamalytics, we’ve been working with leaders like yourself for more than thirty years. We’ve developed a proprietary, scientifically-validated assessment tool to help guide leaders through shifts in team dynamics and company transformations.

Our Teamalytics 360™ Assessment tool takes an in-depth look at thirteen key leadership traits, including the five mentioned above, and helps teams tap into their strengths and lessen constraints. To learn more about this process, download our free informational guide today.