Leading through Change: Embracing Innovation with Resilience and Purpose

Nicole Sherman, CEO and President, Riverview Bank

Nicole Sherman, CEO and President, Riverview Bank

Nicole Sherman, President and CEO of Riverview Bank, brings over 25 years of executive leadership across major financial institutions. Known as a catalyst for innovation and a champion of purposeful leadership, she has led 11 successful mergers and acquisitions. A dedicated mentor and community advocate, Nicole also serves on multiple boards and teaches at Pacific Coast Banking School, where she was named 2023 Instructor of the Year.

In today’s fast-paced world, change is no longer an occasional disruption; it is the constant rhythm of our lives and businesses. Technology evolves at a lightning-fast pace, reshaping industries, redefining client expectations, and challenging us to adapt swiftly. As leaders, our ability to guide teams through this persistent wave of change determines our company’s success, and our capacity to thrive in the future.

Leading organizations for over twenty-five years in an industry that continues to evolve daily, one thing I know to be truth; if we want people to embrace the change, they must be involved and included in creating it. The more involvement, the more ownership and advocacy they’ll have for it.

Essential to leading through successful change:

• Communication is key. Everyone learns differently and at varied paces. Be sure your communication is clear, honest, frequent, and repetitive. In times of change, leaders go silent if they don’t know what, or how much, to share. Silence as a leader in times of change is never good. Sharing what you can, even if seems repetitive to you, will be reassuring to your people.

“If we want people to embrace the change, they must be involved and included in creating it”

• Own the change. True leaders shine because they own the change. Transferring the ownership of the change diminishes a leader’s credibility. In other words, don’t blame the change on the people you report to or those who report to you. Rather, acknowledge that you are in the change with them, learning, implementing, and improving together. Be willing to hear the tough questions and speak truth to power.

• Coaching looks different for everyone. Coaching the group works, and remember, for those who have a more difficult time with change, providing individual support and assistance reassures them that they matter.

• Recognition fuels advocacy. Some like recognition in the form of their name and picture on LED billboards along an interstate, and not just one, several. Some prefer a quick IM, text, call, or note. Leaders tend to celebrate big wins. That works, and remember, it’s the base hits that generally win the game. Recognizing progress towards change is as important as celebrating big wins.

• Be culture conscious. We speak one language. The language of culture. During times of change, remember your company’s mission, vision, and values. Reference them often, in part or whole. Lean into them. It’s something everyone in the company cares about, has in common, and is passionate about living. Culture deepens the most in times of change.

• Clients always. At the speed of change today, it’s easy as a leader to focus most on our people. Remember that clients are the recipients of all the change. Consistently put on your client’s glasses and look at the impact of the change through their lens. It’s amazing what you’ll see.

While embracing and leading through change, maintaining site of the human element is imperative. Openly and willingly prioritize wellbeing, including yours. When people are seen, heard, and valued, they are most likely to engage positively with change initiatives.

Financial