Leaders: How do we rebuild our organizations for greater success?
This is the question likely on the minds of most leaders right now. Sure, we made the quick transition in March 2020 of utilizing technology to allow for many employees to work from home. A lot of organizations have had great success with this work-from-home model and plan to carry it into the future.
But beyond some of the planning put in place from a business continuity standpoint, has your leadership team actually sat down (yes, virtually) to put a plan in place about what needs to be done to help clean up the fallout of the damage done to our people? I don’t need to tell you that they are feeling burnt out. Likely you are feeling this way yourself. And the platform of opportunity for leaders is way beyond the burnout piece. The decisions we make now and the plans we put into place will make all the difference about seizing this time as an opportunity to build more successful organizations than ever before.
What is important for us to consider as leaders for our organizational re-build?
Ask yourself the following questions:
Are we building on the unique opportunities of this moment or are we setting ourselves up to return to ways of the past when things return to ‘normal?’ A great leader is seeing this as a time of self-calibration that will directly impact her/his/their organization. This is a time to continue to push your own and your people’s mindsets about what is possible while incorporating as part of the strategic approach the need for rest, mindfulness, wellness (exercise and eating well) built into the equation. The best creativity often occurs when we take the pressure off and can have fun with the challenges we are facing, even during times of high pressure. Your challenge is creating that environment for yourself and your people.
What do we need to say no to that has automatically been engrained in our culture as ‘autopilot activities?’ Every moment counts and you need to figure out the new high-priority items for your team(s).
How have we worked differently since the COVID-19 pandemic that has made the impossible quick changes we needed to adapt possible? How do we employ that same boldness and energy into our work going forward? Hint: it is a mindset shift not about cramming more hours into the day.
How do you continue to be an authentic leader in the future? I have never seen so many variations of paint colours in people’s homes as I have witnessed over the past 18 months through Zoom! At the office, leaders may be able to project a certain image of perfection or “strength” to those around them, but for many, when we got a glimpse into their personal lives through Zoom we realized they are just like everyone else with kids, dogs, and doorbells ringing. This isn’t a weakness. This level of transparency showed people as authentic leaders who are just like everyone else. It made them more relatable and often a deeper connection with one’s people could be established because of a look into each other’s lives. I challenge you to reflect on your leadership style as we start to think about what life back in the office could look like. Leaders are people too. It is okay to let your walls down a bit. The new reality of Executive Presence is about a leader who is calm, confident, knowledgeable, AND relatable. Your people don’t want you to put up the walls again once the world returns to ‘normal.’
How do we collaborate with others better? If you do not already have a group of your peers with similar roles at competing companies in your industry, it is time to reach out to them via Linked IN and spearhead this forum. The challenges placed upon us from this pandemic are bigger than you and your company, you need to be reaching far and wide. Asking lots of questions, learning best practices, and contributing to our collaborative rebuild. Everyone from the government to corporations and charities are struggling to figure out their way through this. We need to put our heads together and work as a greater team.
Am I really listening to my people and communicating effectively with them? Allow them to have their voice about the challenges they are facing and solutions they’d be willing to offer. Then meet with your leadership team to discuss results and create plans to address issues. These plans and open dialogue need to come back to the people. A town hall approach, as well as e-communications, are a good start.
Is it time to re-assess my leadership team? Are the leaders currently onboard the best people to execute our new vision into the future? For example, a hard-driving taskmaster may have been effective at achieving in the past but would destroy efforts of building a new culture of innovation and sustainable creativity. Think about who are the best people to champion a rebuild. Identify your key champions and enlist their help around your plans.
Are we recognizing our people? It is more important now than ever to thank your people. Of course, sending them a thank you email or recognizing them at meetings is great. But also, sending e-gift cards for take-out food is always appreciated. Most people don’t feel like cooking at the end of a long day so helping to ease this burden and making them feel special is a small, but important step to energize them.
Have I built Executive Coaching into the rebuild plans? If it was lonely at the top before the pandemic, it certainly is an isolating spot to be now. Working with a qualified coach will help provide a strategic sounding board for you as well as someone who can help you address any life stresses and help you grow your leadership style in a relevant way post-pandemic. We can’t cheap out now on people development. Our people are the lifeblood of our organizations and we need to support their development and resilience more now than ever. To find out more about my Coaching programs, visit Potential Unlimited’s website and reach out to book a call.
