We faced COVID-19 in this year, within this period many things change.
The radical change of these times demands emphatic leadership to keep teams engaged, cohesive and forward-focused. Leader must demonstrate a spirit of purpose and optimism to reinforce the idea that an uncertain future has the potential to be a better future.
Here we sharing 9 steps for leading your team into an unknowable future.
#1 Envision What Success Looks Like and Move Toward it
In its recovery guide for organization. Once you’ve clarified goals, reverse-engineer the next steps for quick and effective action. Envisioning what success entails frees up thinking about the present and can help teams identify quick wins.
As preparation for returning to work in normal, leader have an opportunity to review their organization’s operating models, expectations, standards, values and strenghts. So you can identify and decide what they need to start, stop or continue doing to achieve goals.
#2 Embrace Trust
“Trust is the most essential ingredient in effective communication. It’s the foundational principle that holds all relationship.”
Leader must enable your team to succeed by embracing trust. Like many business leaders, you’ve likely built a substantial reserve of trust from your team through your navigation of COVID-19 crisis’s early stages. Now is time to build on that foundation with acts that unite your team.
#3 Make Productivity Sustainable
Establish clear boundaries to ensure sustainable working hours and productivity. Teams must discuss office hours, share tips on-time tracking and set clear expectations about responding to email.
One benefit to organization from pandemic is reduction of number of meetings. Going forward, meeting organizers should define purpose, the necessary attendees and amount of time every meeting requires.
#4 Document Your Recovery Playbook
Prioritize the health and well-being of team members, operating with additional demands or encouraging empathy, leader should initiate discussions in workplace around these critical areas.
As an example, Tesla’s leader designed a return to work playbook outlining the company’s plan to provide safe and healthy work environment for its employees.
#5 Prioritize Your People Over Yourself
Organization want their leaders to exhibit vulnerability and empathy. Leadership demand an emotional connection with your people. When leaders prioritize their people ahead of themselves, they elevate others and foster team well-being.
#6 Practice Empathy
Expecting all employees to resume a so-called normal work list isn’t realistic. This crisis impacted everybody. Be mindful of the ongoing health concerns employees have, the challenges of juggling childcare or stress of navigating the crisis’s financial impact.
Empathy will serve you well as a leader and provide your team an extra measure of grace as they return to the office.
#7 Provide Access To Support For Emotional Wellness
When employees do begin return to workplace, they’ll be dealing with various emotions. People may experience feelings of loss, sadness and grief – emotions will inevitably impact the way they work and how team perform.
Leader must help employees work through these emotions by provide access to support resources and help them navigate sensitive and mental health conversation in workplace.
#8 Re-open With a People-First Culture in Place
As you re-open business, put your employee’s needs at the forefront. According to a Harvard Business Review article on returning to work, here’s what leaders should do:
- Define how many people can return over a staggered period
- Continue deliver honest, transparent communication will all people while highlighting organization’s vision, value and core focus
- Appreciate, recognize and celebrate inspiring people within the organization and how they make a difference
- Be mindful of people’s different circumstances and gain a deeper understanding and appreciation of individual needs
#9 Listen to Your Employees as You Reset
Remote working has exposed costs and efficiencies of expanding a virtual working infrastructure. For many people, remote work eliminated commute time, allow them more quality time with family – many employees won’t want to give that up.
You may need to look for new workspace, renovate current space and shift your thinking about how teams collaborate in shared office. Listen to your people with the purpose of understanding will be crucial in resetting work environment.