Leading through Connection and Conversation
Work has never changed so radically than it has since Covid. During this time, most rganizations report that productivity kept pace, people worked longer hours than prior to covid, and life became one long reality show at home. Now, we are entering a new phase of transition, which is as big as the change since the industrial revolution. We have learned lessons of how people can work with little oversight, how they are self-directed, motivated, and care to be engaged. We have learned that flexibility is an advantage not a deterrent and that individuals hold themselves to a higher standard of accountability than ever thought possible. As a result, we now have the opportunity to put the people first and build a more humane flexible way of working that improves people’s lives so they are content, happy, and engaged in their work and their family and personal lives. Now is the time to truly lead so we live whole and healthy lives.
It Starts with Connection and Conversation
As you lead your team into the next big shift in how work is done, where it is done, and who is doing it, consider the following.
1. Allow the time for your team members (and yourself) to process changes and new realities
As leaders, you may be ahead of the transition curve and have been thinking about what it will be like to lead in a “new normal.” Your people, however, may not quite caught up with you. Take the time for yourself and help your team members to process the changes the organization is recommending and understanding what the new reality means to them. Talk about what they need to live a whole and healthy life and see how it can become a possibility. Have a open and heartfelt conversation about what excites them, what they are worried about, and how you can support them as a whole person.
2. Create space for processing and making sense of work post-covid
As a team, Hold check-ins, standup meetings, and virtual get together to allow people to just talk about what the “new normal” will look like, feel like, and the challenges they see in front of them. This is your opportunity to share what you know, ask questions, listen, and hold the space for them to talk to you and each other. The new normal is going to evolve and no one knows quite yet what it looks like. Involve people in the discussion and create an open space for dialogue. For individuals, make time for connection and conversation that is meaningful and has room for flexibility. One hour 1:1 meetings are efficient, but think if they are producing the quality results you want. If not, consider both how to enhance the quality of a conversation and when it can be short and quick. Like life, there are infinite options for how to connect and converse with others and the cookie cutter method may not be what is needed in the new world.
3. Overcommunicate
Be honest about what you know and do not know. Keep communicating, asking questions, sharing ideas, listening, and sharing as new information becomes available. Keep focused on communicating about the strategy and how the group will contribute towards meeting the goals. Focus on what is possible and how this is an opportunity to test their skills in agility, adaptability, and growth as everyone is doing it together. Talk about wellness and how they are taking care of themselves, prioritizing work, and making sure they are working reasonable hours. If they continue to work from home, what is expected of them vs back at the office? How is it different than during the pandemic?
4. Watch for warning signs of stress
Be aware of team members who hide behind the virtual camera, who do not participate or speak up or who work 12 hours a day, day in and day out. Your job as a leader is to pick up on the stress and help each team member find wellness as they move into the new normal. If you feel it is beyond your capabilities, refer them to EAP or a professional. Remember, mental health has increased 50% with Covid. Your chances of managing someone who might need professional health for themselves or someone in their family is quite high.
5. Build your team to work in new ways (face-to-face, virtually, hybrid)
Team building is one of the major ways you can ensure inclusion in the workplace and a feeling of belonging. The more people feel they belong to a team, the more quickly, they will embrace the new normal. Increasing motivation, collaboration, and a feeling of belonging to a team is invaluable at this junction in the transition curve. Finding ways to have your team connect with each other, build trust, learn about each other, or just have fun together virtually, face-to-face, or hybrid is the challenge that faces you as you re-enter into the office and new normal.
Remember, everyone has changed somewhat over the few years. Find out how team members have changed, what is important to them, what are their passions, interests and goals? How can you support them in achieving their growth and career goals and engaging them in the work, team, and organization.
6. Ensure Physical and Psychological Safety
This new beginning, however, is taking shape in different ways and will continue to evolve based on business need, individual preference, and what we have learned over the past few years about working productively, collaborating virtually, and what is important to team members. No matter what your organizational design ends up being, what is most important to remember is that everyone is looking for physical and psychological safety. Your team members will see this measure of safety in how you lead, create a sense of belonging for everyone, provide opportunities for everyone to bring their unique self to work, and help everyone to feel safe. Keep connecting and conversing!
“Continue to connect and converse and don’t ever stop”
