There’s bound to be a period of floundering whenever people undergo change—it can’t be avoided. So you might as well face the inevitable and learn to be more graceful and accepting of people’s mistakes.

In order to make the most of a potentially difficult period, everyone involved needs to be aware of and embrace these awkward moments together.

Change leaders are vulnerable to a loss of respect if the change doesn’t work as planned. As you risk experimenting with new methods and strategies you’ll want more understanding and encouragement from your subordinates.

Let’s say, for example, that you attend a seminar where you learn a new way of communicating that inspires you and in putting these newly discovered methods into practice you go a little overboard. Hopefully, your subordinates will understand and give you several chances to master the technique before they give up on you.

Conversely, a subordinate should also be able to count on your tolerance and acceptance as she navigates her way through new territory. She and her co-workers need to know that you’re aware of that they’re going through a period of confusion and not just goofing off.

Managers and employees in general need to support each other while one or the other is trying to develop new skills and discover new ways of applying them.