Your team is facing uncertainty in the organization. How do you keep morale high?

As a leader, your attitude is like a superpower. It can turn a gloomy Monday into a 'let's conquer the world' kinda day. Remember, your team is like a mirror - they'll reflect whatever vibe you're giving off. So, flash those pearly whites, pump up the positivity, and watch your team transform into a bunch of can-do rockstars. When the going gets tough, remind em of their past victories

When circumstances are uncertain, it's a leader's responsibility to create a sense of security ???. One important perspective in establishing security during transitions and periods of change is emphasizing the fact that "in change, the most crucial thing is not what changes, but what stays the same" ??. - Timo Niemi. It's the leader's duty to highlight the things that remain constant ??. This requires the leader to have a strong vision of what is most essential and meaningful amidst the changes ????.

Ante la incertidumbre tú como líder te conviertes en el faro que alumbra y orienta en la tormenta. Si tus acciones no iluminan ese panorama incierto con su impacto y su capacidad de movilizar voluntades, de nada servirán tus palabras. Liderar en la incertidumbre requiere de ti 6 comportamientos claves: 1. una comunicacion clara y frecuente 2. flexibilidad y adaptabilidad máximas 3. gestión del cambio en positivo 4. toma de decisiones informada 5. fomento de la resiliencia 6. un liderazgo inspirador y de servicio ?Cuantos de los 6 tienes en marcha?

2 Ter alteridade que é a capacidade de reconhecer e respeitar a diferen?a e a diversidade do outro. é a saber que cada pessoa é única e deve ser compreendida e valorizada em sua singularidade. Esse conceito é fundamental para promover a empatia, o respeito mútuo e a convivência harmoniosa em sociedade.

Communication is essential. In times of challenge or uncertainty it became more important. Sometimes as leader we think we need all the answers and everything mapped out when human connection becomes more important. Talking about what is happening, potential action s and outcomes can not only create a sense of trust but also increase team bonding and connection. Plus you never know, someone else in the team may come up with a great alternative and new idea. In the absence of communication rumours can begin and people naturally create their own versions of situations. Facts and/or honesty are better than rumours. And in times of uncertainty, there's no such thing as over-communicating.

When news of a departure breaks, transparency from leadership is key. Research shows open communication fosters trust and reduces uncertainty (Rousseau & Tijoriwala, 1998). Leaders should promptly share departure details with personnel, even if replacement planning is ongoing. This allows teams to process changes and ask questions to assuage concerns. Leaders can acknowledge natural emotions may surface and reassure the strategic importance of each person's existing role remains unchanged (Groysberg & Slind, 2012). Regular updates on hiring progress keep the future state top of mind versus dwelling on changes

Humans crave predictability, and uncertainty leads to anxiety and stress. To counter this, transfer some control to employees. Here’s how: 1. Ask open-ended, nonjudgmental questions that empower them to make decisions over how, when, and where they do their jobs 2. Respect their choices and the boundaries between their work and non-work time 3. Have regularly scheduled check-ins to hear how they are doing, what’s working, what’s not, and explore improvements 4. Tighten the alignment between their strengths and their responsibilities, so employees spend more of their time on the tasks they feel good about By transferring some control to employees, you can boost morale, health and organizational performance at the same time!

Uncertainty can trigger fear of the future, leading to low morale. Combat this by empowering your team to control over what they can manage. Focus on current deliverables and strengths. Frame empowerment like this: "Here is what you excel at; these are our priorities. How can I support you in leveraging your strengths on this project?" People's strengths put them in their "lit-up-ness", boosting self-confidence and building resilience against future uncertainties. The Gallup Group offers an excellent test for identifying strengths, which I've used to coach employees into empowerment right where they are.

Cuando falta claridad y no hay garantías es cuando mas dudamos de nuestras posibilidades y recursos salvo que... ?nos hagan sentir capaces porque nuestro potencial es siempre mayor de lo que admitimos! Empoderar a tu equipo no solo va de "palabras", va de darles los recursos necesarios para lograr lo que esperas, de darles autonomía y espacio para atreverse y de reconocer sus éxitos y apoyar/orientar sus errores. Entendamos que en épocas de incertidumbre el estrés está muy presente...?para todos! y necesitamos aplicar todas nuestras habilidades de empatia circunstancial para lograr ese empoderamiento del equipo.

Organizational resilience is key for any organization to master major change and disruption. Instead of suffering from toxic pressure, fear, stress and burnout, such organizations can face challenges and take counter-measures for later growth. Fostering organizational resilience, leaders need to address a variety of critical domains (depending upon context): - Leadership System - Organizational Culture - Communication and Collaboration - Learning and Innovation - Robust IT and Data Management - Supply Chain Resilience - Financial Strength - Stakeholder Engagement - Risk Management, Scenario Planning and Crisis Management - Adaptive Business Processes Assessing these domains provides input for a strategic approach to foster resilience.

Publicly recognizing accomplishments and thanking departing employees boosts morale by showing appreciation for past efforts. This can involve a short speech at a team meeting or email highlighting the individual's significant impacts and wishing them well in their next endeavor. Recognizing milestones achieved together fosters cohesion among those remaining. It models valuing people beyond transactional roles.When departures are amicable, finding ways for the individual to say farewell personally where possible prevents gossip and speculation about the circumstances surrounding their leaving

During times of transformation and uncertainty, communication is key. Engaging as a team or even individually goes a long way. In that communication, authenticity and giving direction are critical. All of the above point are accurate as empowerment, inclusiveness and focusing on collaborative projects that drive positivity and learning gives them a sense of comfort

Acknowledging progress reinforces meaning and prevents potential cynicism as transitions occur (Dutton et al., 2006). When a popular software engineer resigned, the CTO used an all-hands meeting to announce two recent product launches were completed under compressed schedules thanks to team coordination. Individual kudos highlighted going above and beyond. Peer recognition of efforts further boosted moods. A subsequent survey found 88% felt accomplishments were recognized keeping sights on continued momentum versus dwelling on staff changes alone.

Cuando el entorno es complejo es cuando mas que nunca el poder del "nosotros" es poderoso. Necesitamos hacer sentir a nuestra gente que "no están solos", que el "nosotros" es mas que una expresión; que vamos a fomentar actividades que refuercen las relaciones interpersonales, la sinergia de sus fortalezas y el sentido de pertenencia. Vamos a estar disponibles en su justa medida; vamos a escuchar lo que nos tienen que decir, vamos a proponer acciones colectivas y de trabajo en equipo que refuercen ese poder colaborativo. En épocas de incertidumbre mas que nunca cada pieza del puzzle cuenta. Y asi se lo debemos hacer saber.

As the leader you want to connect and understand what your people are feeling and know that they need in this moment to get them through this uncertainty. After hearing them, bring in the resources that will support that holistically. In addition, reward them for the work they have achieved so far and continue to cheer them up during the journey.