What Do You Do When Leadership Changes Course?

Your team’s in the zone. You’ve got momentum, progress, and clarity, and then suddenly, leadership changes direction.

Now you’re stuck in the middle.

You’ve got to figure out how to pivot without losing everything your team’s built, and how to communicate that change in a way that doesn’t kill trust or motivation.

It’s one of the hardest parts of leading from the middle, when your priorities and your people aren’t aligned with the new top-down ask. But this moment? It’s also one of the most important times to show up as a real leader.

Here’s how to handle it when leadership shifts gears, and your team wasn’t ready.

1. Don’t Rush to Deliver the Message

The minute leadership drops a change, the instinct is to act fast. But the smartest move is to pause. Get clarity. Ask why the shift is happening. Is it temporary? Strategic? Reactionary?

The more context you have, the more confident and grounded you’ll sound when you relay it to your team.

2. Be Honest - Not Just Optimistic

Your team isn’t expecting you to spin it. They’re expecting you to be straight with them.

Try saying:

“I know this change isn’t easy, we’ve done great work so far. But here’s what I’ve learned and how I think we can adapt while still delivering real impact.”

Honesty builds trust. And trust is what gets teams through pivots.

3. Reframe, Don’t Rewrite

The goal isn’t to erase all the progress, it’s to reframe it.

Ask:

• What parts of our work still matter?

• How can we evolve what we’ve done to fit the new direction?

Make the team feel like they’re still moving forward, just on a slightly different path.

4. Let the Team Help Shape the Pivot

Don’t present a fully baked plan. Instead, say:

“Here’s what’s changing. Let’s figure out how to move together.”

When people feel like they have agency, they stay committed, even in uncertainty.

5. Give Feedback Upward (Yes, You Can)

If these shifts are happening too often or without context, speak up, respectfully and with a focus on impact.

Try:

“The frequent changes are making it harder for the team to stay focused and deliver quality.

Can we find ways to create earlier alignment?”

You’re not just relaying info down. You’re advocating up. That’s real leadership.

Leading From the Middle Takes Skill And Support

If you’re caught between shifting priorities and team expectations, you’re not alone. This is where most emerging leaders struggle and where the strongest ones grow.

At Forge, we help professionals lead through moments just like this. From tough conversations to big pivots, we coach you through the tension, so you can lead with clarity, confidence, and direction.

Ready to lead from the middle without getting pulled apart? Book your session today at forgecif.com