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  • feedwordpress 08:00:15 on 2020/06/04 Permalink
    Tags: , , , Employees, , , , ,   

    How to Protect Your Team from Burnout 


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    When a crisis hits, your team is more likely to start experiencing burnout. They’re feeling more stress, working longer hours and putting in more focused effort than usual. The combination is one that often leaves people feeling fatigued and irritated—in short, burned out. It’s especially common in an extended crisis where people are not only stressed over work issues but also dealing with the effects on their personal and family life.

    Managing a burned-out team is challenging for even the most experienced leader. But taking care of your people is an important part of leadership, and there are lots of ways you can make a tough time easier on them—which in turn minimizes the effects of burnout within your organization.

    This is how I coach the top leaders I work with in protecting their team:

    Inquire instead of making demands. Ask your team about their workload, their stress, and whether they have the resources they need. Make sure you’re asking the questions that will help you understand how your team is feeling about the demands and pressures they face so you can know how to help. Meet people where they are and you can lead them effectively and productively.

    Emphasize the positive and downplay the negative. When the pressure is on, it’s easy to keep your focus on the things that are going wrong. I coach my leaders to make a concerted effort to emphasize what’s working well and going right. When you encourage your team in high-stress times, you’re giving them the motivation they need to keep going.

    Manage expectations and forget the assumptions. Especially in difficult times, manage your expectations and don’t make assumptions, you want to make sure the things you ask of your team are achievable. As a leader it is important to bring plenty of empathy and understanding. Make sure people know that you rely on their feedback to keep expectations reasonable. The more empathy you demonstrate, the more productivity and positivity your team will be capable of. Show them compassion and they will show you increased energy and commitment

    Appreciate instead of criticizing. It can be challenging to summon gratitude when stress is high. But when your team is working hard and going the extra mile, it’s part of your job to express appreciation for their efforts and accomplishments. I always tell my clients that the best leaders find reasons to build up their team on a regular basis and tell them how much they’re valued.

    Remember that even the most committed team members are susceptible to burnout, especially in times of crisis. Don’t make the mistake of thinking your people are immune.

    Take the time to evaluate your team’s well-being and implement measures to prevent and address burnout. Each person has a different reaction to stress, and it’s your job as a leader to bring out the best of everyone.

    Lead from within: The best leaders protect their most important asset—their team—because burnout is bad for people and for business. But with thoughtful leadership, it’s always possible to turn things around.

     


    #1 N A T I O N A L  B E S T S E L L E R

    The Leadership Gap
    What Gets Between You and Your Greatness


    After decades of coaching powerful executives around the world, Lolly Daskal has observed that leaders rise to their positions relying on a specific set of values and traits. But in time, every executive reaches a point when their performance suffers and failure persists. Very few understand why or how to prevent it.

    buy now

     


    Additional Reading you might enjoy:

    Photo Credit: iStockPhotos

    The post How to Protect Your Team from Burnout appeared first on Lolly Daskal.

     
  • feedwordpress 04:00:55 on 2020/05/14 Permalink
    Tags: , , , Employees, , , , Uncertainty,   

    How To Lead Your Team When The Future Is Uncertain 


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    Right now we’re all thinking about leading through a pandemic, and there’s no precedent we can turn to for that particular situation. But history shows that all crises, whatever form they take, affect leadership and teams in much the same way. Much of it comes down to this: people want to feel that their future is certain, and when they don’t have that confidence, they need reassurance that they’re going to be OK.

    Here are the things we know that work:

    When fear is present, show confidence. When your team is fearful and anxious, be the leader who shows up with confidence—not confidence that you know what’s going to happen, but confidence that their well-being is your top priority and that you will all stand together and make it through. You can’t predict the future, but you can calm fears in the present.

    When worry is present, show empathy. Too often leaders are drawn into trying to fix things that can’t be fixed. As I explain in my best-selling book The Leadership Gap: What Gets Between You and Your Greatness, in times of stress and worry your team needs a leader who is above all a navigator. Guide your team with empathy and understanding, bringing them together to find solutions and new opportunities in the climate of crisis.

    When uncertainty is present, show transparency. Many leaders in times of crisis rely on the adage “fake it till you make it,” but I strongly believe that approach only makes things worse. In uncertain times, you need to be a transparent leader. You have to speak to your team in ways they can understand and relate to. You need to communicate directly and say “Here’s what we know, here’s what we don’t know, and here’s what we’re doing.”

    When anxiety is present, show humility. When you don’t have clarity about what lies ahead and everyone around you is anxious, you need to lead with humility. That means admitting that you don’t have all the answers. Don’t come off as arrogant in an attempt to look strong and confident. Uncertainty is uncertainty. Instead of trying to bluster your way through, focus with your team on the things you can do: delivering value and looking after one another in the here and now, while looking ahead to understand as much as possible about the circumstances and needs of the longer term.

    In moments of crisis, leaders can either strengthen their team or allow them to struggle. There’s no benefit in faking a certainty that doesn’t exist or, on the other hand, in allowing uncertainty to get the best of us. It’s a time to put heads together, to communicate more directly, and to bring out the best in one another.

    Lead from within: The ability to thrive during periods of great uncertainty is a hallmark of exceptional leaders.

     


    #1 N A T I O N A L   B E S T S E L L E R

    The Leadership Gap
    What Gets Between You and Your Greatness


    After decades of coaching powerful executives around the world, Lolly Daskal has observed that leaders rise to their positions relying on a specific set of values and traits. But in time, every executive reaches a point when their performance suffers and failure persists. Very few understand why or how to prevent it.

    buy now

     


    Additional Reading you might enjoy:

     

    Photo Credit: iStockPhotos

    The post How To Lead Your Team When The Future Is Uncertain appeared first on Lolly Daskal.

     
  • feedwordpress 20:48:14 on 2020/05/05 Permalink
    Tags: bad news, , coaching, , , , Employees, , , , , , , problem, ,   

    Quick Tip #98: How to Address the Elephant in the Room 


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    Delivering unpleasant news is difficult to do, especially during these challenging times. In our 98th Quick Tip Video, learn how to address the elephant in the room quickly and effectively.

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  • feedwordpress 08:00:34 on 2020/05/05 Permalink
    Tags: , , , , , Employees, , , , , , , , , , ,   

    The One Aspect Of Crisis Management That No One Talks About 


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    Some people are more suited to crisis leadership than others. Many hunker down and hope they make it through. Others are bold and dynamic, always driven to stay a step ahead of events.

    But throughout the spectrum, there is one aspect of crisis management that no one is talking about. Whatever your approach, you must stay aware of your people.

    What’s happening today is effecting every person on your team at a deep level. And if you want to stay successful as a leader, you need to address those changes.

    Here are some of the ways your people are likely reacting:

    Some go into deep into action mode. Many people think that if they stay busy and are in constant motion, they won’t have to address what is happening around them. So they go into action mode. Some of my clients are now working 16-hour days just to keep moving.

    Some are angry and don’t even know it. People may be feeling frustrated—about change, about uncertainty—unaware that underlying that frustration is anger. Anger happens when frustration isn’t being addressed. A massive crisis that changes nearly every aspect of life with no clear end in sight is a perfect example of a situation that can cause deep-seated anger.

    Many are mourning what used to be. People are likely to be mourning their old lives and wishing things could go back to what used to be. Some may be grieving for long-awaited events, family gatherings and celebrations that have been canceled. Others may have lost a friend or family member. When people are grieving, emotions such as guilt, despair, fear and anxiety are common.

    Most are reflecting on their lives. Crisis often triggers inner turmoil, because it takes away the noise of everyday distractions and gives people a clear look at their life from a new perspective. They may be asking themselves, Am I where I need to be? Is this what I thought I would become? Is this giving me the joy I was looking for? And the answers may change their future direction.

    If you aren’t recognizing what is happening to your people and communicating with empathy and understanding, you may be facing a bigger crisis within your organization than you realize. Leading in a crisis is not about just having an action plan and implementing it for success. It’s about acknowledging your people and accepting that they’re likely to be going through things that will take them some time, and maybe help, to work thorough.

    As a leadership coach, I have seen countless organizations in crisis, and I know the price of ignoring its human dimension. if you want to keep your most talented and capable people, address the issues they’re struggling with.

    Lead from within: Crisis management is not only about having a plan for the future; it is recognizing your people for who they are and what they need from you as a leader.

     


    #1  N A T I O N A L   B E S T S E L L E R

    The Leadership Gap
    What Gets Between You and Your Greatness


    After decades of coaching powerful executives around the world, Lolly Daskal has observed that leaders rise to their positions relying on a specific set of values and traits. But in time, every executive reaches a point when their performance suffers and failure persists. Very few understand why or how to prevent it.

    buy now

     


    Additional Reading you might enjoy:

     

    Photo Credit: istockphoto

    The post The One Aspect Of Crisis Management That No One Talks About appeared first on Lolly Daskal.

     
  • feedwordpress 08:00:47 on 2020/04/14 Permalink
    Tags: , Employees, , , , , , ,   

    How to Engage Employees During Uncertain Times 


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    When times are uncertain, people disengage. They’re distracted by anxiety and personal concerns, worried about the future, and less likely to view the work they’re doing as an important part of their life.

    Leaders need to know how to positively re-engage and refocus their people. In tough times employees look to their leaders even more than usual. Here are some ways to help them stay connected and engaged:

    Show emotional support. People who are feeling uncertain and anxious don’t want good intentions. They want emotional support and vulnerability, a sense of genuine caring and concern. The best leaders work hard to support the physical and psychological well-being of their people.

    Provide insight and communication. Especially in difficult times, employees want a leader who will communicate and provide clarity. At the core of leadership is the leader’s responsibility to calm people down and engage them in a way that provides comfort and assurance along with honesty.

    Foster a strong community culture. People often turn inward as they work to cope with stressful situations, but the resulting isolation makes the situation even worse. The cure for isolation and disengagement is community. Do everything you can to keep your team’s community and culture strong so no one feels they’re going through this alone.

    Minimize distractions. When your employees are anxious, when their work schedules change, when nothing is operating normally it’s easy for people to feel scattered and disengaged. That’s when the best leaders step up to help people focus by setting goals and maintaining accountability—while also remembering to keep expectations realistic.

    Remove financial burdens. As a leader it is important to emphasize to your employees that you are there to support them. If they need financial support to help them through, be creative in finding ways to provide it, and if money needs to come from somewhere, take it from the top. Recently the CEO of Southwest Airlines took a 10 percent pay cut to help their employees out.

    Make sure you’re ready for an economic downturn. I have seen unprepared companies get destroyed in downturns. Your best defense—aside from a stockpile of cash, if you’re lucky—is an engaged and determined team. Help them feel positive about their work and show them the gratitude they deserve for their critical role.

    Avoid layoffs at all costs. The last thing you should find yourself doing as a leader is laying off people. Review expenses and debt levels now, and commit to resourcefulness and creativity in leading your team and organization through what may be a lengthy recession. Workforce reductions should be the absolute last resort.

    The best message you can give your employees, in your words and your actions, is that you’ll all get through this together. Then do everything you can to keep your company and people engaged and productive.

    Lead from within: Great leaders know that managing uncertainty is a matter of putting themselves in the shoes of their employees and delivering the strong, compassionate leadership they expect.

     


    #1 N A T I O N A L  B E S T S E L L E R

    The Leadership Gap
    What Gets Between You and Your Greatness


    After decades of coaching powerful executives around the world, Lolly Daskal has observed that leaders rise to their positions relying on a specific set of values and traits. But in time, every executive reaches a point when their performance suffers and failure persists. Very few understand why or how to prevent it.

    buy now

     


    Additional Reading you might enjoy:

     

    Photo Credit: iStockPhotos

    The post How to Engage Employees During Uncertain Times appeared first on Lolly Daskal.

     
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