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  • feedwordpress 09:00:54 on 2020/11/05 Permalink
    Tags: , , , , , , , , , New Reality, organizations, , , , ,   

    How to Adapt Your Leadership To The New Reality 


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    The pandemic has shaken the nature of work and leadership to its core. And while many people are still anxiously awaiting a return to normal, it’s becoming more and more apparent that the “normal” we crave won’t be the same as what we had before.

    As we all come to terms with the fact that this crisis is changing the world in ways we never could have imagined, it’s more important than ever for leaders to be mindful of the need to adapt—not only to what’s happening in the moment but to a changing future. Here are some of the ways leaders should be adapting to the new reality:

    Leaders must adapt to create stability. People in uncertain times need stability so they can foster resiliency, and that stability is achieved when you create a purpose-driven culture that prepares them to meet every new challenge with confidence and a unifying sense of a shared mission.

    Leaders must adapt to create community. In the past, those who led remote teams focused on the challenges of communication and logistics. Now, with so many teams made up of people working from different locations, it’s important that you also create a sense of community. As dispersed teams move from being a stopgap measure to a new reality for many organizations, you need to seek out new ways to give direction, provide autonomy, and focus on outcomes while also building a strong, close-knit team.

    Leaders must adapt to cultivate transparency and communication. More than ever, leaders need to establish platforms and forums where information is available and accessible. You want people to find information they need and for information to be exchanged through channels that are clear and convenient. Transparency and communication are especially critical in times of change.

    Leaders must adapt to show flexibility. The relentless pace of change means people need to see leaders who model agility. To be successful, you need to prepare now to function in a business environment that requires high-level dynamic planning and thinking every day.

    Leaders must adapt to focus on reliability. Especially in times of uncertainty, people need leaders they can count on. Make especially sure that your word is iron-clad. If you aren’t sure or you don’t know, say so—and if you learn later that you were wrong about something, own it.

    Leaders must adapt to preserve the mental health of their people. To ensure and sustain the physical and mental health of your employees, you need to understand what they’re going through, and that comes from putting in the time to listen and being empathetic and compassionate. If you don’t listen you won’t know, and leaders need to be in the know about their employees’ well-being.

    At the bottom line, we need leaders who can adapt to meet any challenges for the new reality, and the ones who succeed will be the ones who are mindful and thoughtful.

    Lead from within: The leaders who can filter out the distractions and focus on what truly drives success will emerge stronger than ever—and so will their organizations.

     


    #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.

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    Additional Reading you might enjoy:

     

    Photo Credit: iStockPhotos

    The post How to Adapt Your Leadership To The New Reality appeared first on Lolly Daskal.

     
  • feedwordpress 08:00:07 on 2020/06/18 Permalink
    Tags: , , , , , , , , organizations, , ,   

    How to Prepare Your People for the New Normal 


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    As a coach working with CEOs and other leaders, I help my clients learn to be ready for what the future is likely to bring—and for the possibilities that they can’t see coming. Lately I’ve been focusing on helping them prepare themselves and their people for what’s being called the new normal—life after this initial phase of the crisis is over, when we return to a workplace that in many ways won’t be the same as the one we left.

    Here are some of the most important things you need to consider as you prepare your team for the weeks and months to come:

    If the team was struggling before, now they will be challenged even more. If your team found working together to be a struggle before the pandemic, they’ll be more challenged than ever. Even for those who come back in to work, office life will be different. Anything new takes extra effort and adds extra stress, so provide plenty of clarity and patience.

    If the team was used to a set process before, now they will need to make adjustments. A wide reassessment is happening everywhere: Is what we did six months ago still relevant today? Many teams will be required to pivot or revise their projects and projections. Not only processes but also organizational priorities and needs are changing.

    If the team was only semi-engaged before, now they will have to tune in more than ever. Even in the best teams, there are disagreements and conflicts. Where before people could work things out face to face, reconciling differences is going to remain difficult. Leaders must prepare their people to tune in to one another even more and find room to agree before disengagement can even begin.

    If the team had a hard time with accountability before, now they will have to be more responsible than ever. Change and uncertainty lead to anxiety and stress—which means no one on your team is likely to be at their best and problems become magnified. People who struggled with accountability before will be more likely to blame others. Coach your team to take ownership and model accountability for them.

    If decisions always came from the top before, now teams will have to learn to make them together. If there’s a silver lining to crisis, it’s that it shakes up structure. In the past weeks many teams have seen people across functions step up and speak up with effective results—and now that they’ve found their voices, taking them away would be both difficult and wrong. Leaders and teams alike need to learn a new style of collaborative decision making.

    The best leaders are preparing their people for the new normal, because they know that if their people are prepared, the rest of the organization will be aligned.

    Lead from within: Preparation is everything. Leaders know that when you fail to prepare, you are preparing to fail.

     

     


    #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 Prepare Your People for the New Normal appeared first on Lolly Daskal.

     
  • nmw 18:35:30 on 2014/10/07 Permalink
    Tags: acquire, acquiring, acquisition, acquisitions, , communications, , , corporate, corporation, corporations, function, , organizational, organizations, , role, startup, startups   

    Bypassing corporate communications, marketing, and customer care to obtain information? 


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    We saw this ten years ago with social media – people were bypassing corporate communications, marketing, and customer care to obtain information from each other.

    http://www.web-strategist.com/blog/2014/10/06/what-it-means-to-business-when-the-crowd-becomes-a-company-2/

    I don’t think people were actually bypassing corporate communications — they were simply corporate communications of a different kind. Most so-called social media websites are nothing other than corporate blogs (and quite often the organizations that control these corporate blogs censor the content according to organizational rules [which are usually explicated in these organizations’ “Terms of Service”])

    Before that time, Google served a quite similar role / purpose / function.

    In the meantime, Google has become increasingly involved in acquiring startup companies that might compete with its own business.

    In the future, the organizational structure that will bring people together will increasingly be based in natural language information retrieval, and corporate branding and brand names will become ever less significant.

     
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