Leadership In Uncertain Times

Around the world daily, we are watching the World leaders make some huge decisions. Decisions that are planting fear in many and causing panic and chaos in others. Leaders the world over are having to make choices which are creating faith or doubt. 

As business leaders, this time of uncertainty will create the same fear in your teams. Many are dealing with the unknown. Not being able to interact with colleagues daily, not being able to walk into someone’s office to get the answers you need straight away, all the things we have become used to when working in an office environment. As leaders, this can be an opportunity for increased creative thinking, for forming authentic connections with your team and forming courageous leadership.

One of the most powerful leadership behaviours is getting and receiving feedback, and it is even more critical during times of disruption and uncertainty. In the same way, teams can support each other by asking and providing feedback to their leaders and to each other. 

How can you as a leader help their team become more effective? Leaders need to encourage their teams to trust one another. Teams need to be open and honest with each other and feel comfortable about making themselves vulnerable in the team. You need to encourage your team to provide constructive feedback where possible and team members need to be open to constructive debate. You also need to encourage teams to ask questions and not to attack each other. It is essential to let everyone in the team be heard when people feel like they are listened to and heard, they are more likely to commit and take accountability for their decisions.

A leaders' primary objective is getting the result, and this can be achieved through effective communication and developing trust within teams.

How do you make sure you stay connected?

• Set up weekly meetings to check in with your team leaders.
• Make yourself accessible to your team on request.
• Communicate and share updates with the organisation; these can be informal updates and highlights.
• Be ok to be vulnerable, show your teams you are human too.
• Express your expectations of the team during these troubled times.
• Mentor your team on how to work remotely.

This time of uncertainty and change can turn your team around, teaching your team new methods of staying in touch, staying up to date, delivering results and being accountable for their performance and connecting.

Use this lockdown to unlock your team’s true potential.