Welcome to the Elevate leadership series. A collection of thought‑leading articles inspired by the themes explored throughout the Elevate management programme. This series brings together guidance and ideas designed to help you grow into a capable, self‑aware and impactful leader. Whether you’re taking your first steps into leadership or aiming to strengthen the skills you already have, you’ll find practical tools, real examples and fresh perspectives to support your ongoing development. Module five explored the complexities of change in the workplace. 

Leading people through shifts that matter. 

Change has become a defining feature of modern turf management. Whether it involves adopting new machinery, restructuring the team, implementing sustainability targets, or responding to rising expectations from clubs and governing bodies, turf managers are navigating more transitions than ever before. While the technical side of change is often straightforward, such as new equipment, updated processes or revised standards, the human side is far more complex. For turf managers, the real challenge is not the change itself. It is guiding people through it. 

Teams consist of individuals who have routines, pride in their craft and an emotional investment in the way things have always been done. When change arrives, it affects identity, confidence and the sense of stability that many grounds teams rely on. This is why effective change management is no longer a nice to have skill for turf managers. It is an essential part of leadership. 

Why thoughtful change management matters. 

When turf managers guide change well, the benefits extend far beyond the project at hand: 

• Stronger team cohesion. Clear communication and involvement reduce friction and build trust.
  • Higher standards of work. When people understand the purpose of a change, they take greater ownership of the outcome.
  • Better retention and morale. Staff who feel respected and supported are more likely to stay, grow, and contribute positively.
  • Smoother transitions. Well managed change reduces disruption to schedules, match preparation, and daily routines.
  • A more resilient workforce. Teams that experience positive change become more adaptable and confident during future transitions. 

For turf managers, these benefits create a more stable, motivated and high performing team, something every club or organisation values. 

Why taking it slowly usually works best. 

In turf management, rushing rarely produces good results. You would not force a renovation window, skip a step in a maintenance programme, or expect instant establishment from new seed, and people are no different. A slow and steady approach to change is effective because individuals need time to process adjustments, even when the changes seem small. Shifts in routine can feel significant when they affect long standing habits or responsibilities. 

New skills also take time to develop. Whether the change involves new machinery, digital tools, or updated standards, teams need training, practice, and the opportunity to build confidence. Trust is another factor that grows gradually. Team members need to see consistency and reliable follow through before fully committing to a new direction. 

Taking a measured approach also allows valuable feedback to surface. When turf managers move at a controlled pace, they can listen, make adjustments, and refine the plan before issues become more serious. This steady rhythm is essential in an environment shaped by fixtures, weather patterns and seasonal pressures, where stability plays a critical role in performance. 

Taking it slowly does not mean delaying progress. Rather, it means pacing the transition so the team has the time and space to absorb it, understand it and ultimately embrace it. 

The emotional journey of a workforce during change. 

Change is not just operational, it’s emotional. Turf managers often underestimate how deeply team members feel shifts in routine, responsibility or identity. Common emotional responses include: 

• Uncertainty, such as concerns about role changes or future expectations.
  • A sense of loss when familiar methods or responsibilities are replaced.
  • Frustration, especially if the change feels imposed or unclear.
  • Confusion when expectations or goals are not fully understood.
  • Exploration, as curiosity and experimentation begin to replace resistance.
  • Acceptance and pride once the change becomes part of normal practice. 

Turf managers who acknowledge these emotions rather than dismiss them create a healthier, more supportive environment. A simple conversation can prevent weeks of quiet resistance. 

Practical change model for turf managers. 

Kotters Eight Step Change Model (see figure 1), is widely used because it blends structure with human psychology, making it ideal for turf managers leading diverse teams. 

1. Create a sense of urgency.
   Explain why the change matters now and what drives the need for action. 

1. Build a guiding coalition.
   Identify respected team members who can champion the change. Peer influence is powerful in turf environments. 

1. Form a clear vision.
   Describe what the future will look like and how the change will improve the teams work, wellbeing, or standards. 

1. Communicate consistently.
   Use toolbox talks, informal conversations, and visual updates. Repetition builds clarity and confidence. 

1. Remove barriers.
   Provide training, simplify processes, and support individuals who may struggle. 

1. Celebrate early wins.
   Highlight improvements such as increased efficiency, better workflows, or positive feedback from players or management. 

1. Maintain momentum.
   Continue reinforcing the change and avoid slipping back into old habits. 

1. Embed the change into the culture.
   Make the new approach part of everyday practice supported by routines, expectations, and shared standards. 

Figure 1 Kotter 8 step change model 

This model works because it respects both the logic and the emotion of change, something turf managers must balance daily. 

How turf managers can lead change successfully. 

The behaviour of the turf manager is the single most important factor in determining whether change succeeds or fails. Leading effectively begins with open and honest communication. Sharing what you know, acknowledging what you do not yet know, and keeping the team informed helps to build trust and prevent uncertainty. Involving the team early also plays a crucial role. By asking for input, running trials and giving people a genuine voice, turf managers can reduce resistance and increase ownership of the changes being introduced. 

Leadership by example is equally important. If a turf manager expects the team to adopt a new behaviour or standard, they must consistently demonstrate it themselves. Alongside this, providing proper training and ongoing support helps the team build the competence and confidence needed to work effectively within the new approach. 

Recognising the emotional impact of change is essential. Even a brief check in can strengthen relationships, reduce frustration and show that staff wellbeing is valued. Celebrating progress further reinforces motivation. Highlighting small achievements boosts morale and reminds the team that the change is moving in the right direction. 

Patience and consistency also matter. People adapt at different speeds, and a calm, steady approach helps maintain trust during the transition. Finally, effective change management requires continuous review. No plan is perfect, and gathering feedback, learning from experience and making improvements along the way ensure the change becomes sustainable and successful. 

Why change management matters more than ever. 

The role of the turf manager is evolving. Today’s leaders must balance technical expertise with people leadership, communication, and strategic thinking. As sustainability pressures increase, technology advances, and expectations rise, the ability to guide teams through change will define the most successful managers in the industry. 

Change will always bring challenges, but with a steady pace, clear communication and a people centred approach, turf managers can turn transitions into opportunities for their teams, their clubs and their own development as leaders. 

Elevate isn’t just another training course — it’s a powerful developmental experience. Built to inspire intentional progress, Elevate helps you lead with compassion, influence positive change and create a meaningful impact within your role and across your organisation.