An Open Letter To Leaders (Any Leader) Four Days Before Election Day

In a matter of days, we will all wake up knowing if Kamala Harris or Donald Trump will be our nation’s leader for the next four and maybe eight years.

Our lives--as we know it today--will change dramatically. Some of us will want to dance in the streets; others of us will want to roll up in the fetal position wishing the results were just a bad dream.

You--yes, you!--as a leader of others, will play an important role navigating your people through uncharted territory.

You didn’t ask for this. It isn’t in your job description. But in the same ways those whom you have responsibility for look to you for guidance in other tough, delicate situations, this is an opportunity for you to exercise mature leadership. They’ll thank you later.

As I write, none of us knows who will come out victor in one of the most acrimonious, divisive elections most of us have witnessed.?

We watched it bring out the worst in us as we have dug in our heels. It has caused us to think thoughts, say and do things that in normal times aren’t part of our repertoire.?

It’s caused us to push the pause button on some relationships and the cancel button on others.?

Soon, everything starts changing. We'll soon have a new president. Kamala Harris will now be President Kamala Harris. ?Or, Donald Trump will now be?President Donald Trump. Get used to saying it for the next four years.?

It may be your choice. It may not. It doesn’t matter. Either way, this is your time to exercise high level leadership among your troops.

First, let’s acknowledge this won’t be easy. If your candidate won, suppress all urges to gloat. Gloating guarantees a loss of respect from those under your leadership especially if their candidate lost. If your candidate lost, grieve in private or with another who is also grieving. Take time to grieve before the workday begins.

Second, determine what’s important to you as leader of your group, department or company. Ask yourself these questions:

• When a winner is announced, what’s the worst case in-the-moment scenario? ?Picture those with strong feelings about their candidate…and they lost. Picture what the next few days will feel like, look like for them? Worst case, what might they say or do??Practice empathy. As leader, how might you walk alongside them even if you voted differently?
• Similarly, picture the worst case in-the-moment scenario for those whose candidate won? How can you picture them “celebrating” on the job??As leader, can you set some guidelines for them to keep their relationships with their political opposites from exploding or imploding? ?Ask yourself, “What’s the worst thing(s) I can imagine happening? ?What can I do to head it off at the pass?
• You’ve likely already done this, but if not, do it now: What are the implications or consequences for your organization of the victor serving as President for at least the next four years??Your people are waiting to hear your take on how this new President and their likely policies will impact your organization and perhaps even their jobs.?You will serve them well by thinking this through now and communicating the most likely consequences soon.?You don’t have a crystal ball, you may be off some, but give it your best, informed shot. There will be plenty of “So, then what for us?” questions.?Think through how you will answer those so you don’t get caught having to come up with an answer on the spot (which you could regret later!).?

Third, how are you feeling about the election results? You’re human. You are either ecstatic or flirting with despair. Own it.?

Then ask, “With my organization’s long-term well-being in mind, how can I be a strong leader for those I’m responsible for at work?”

To make it plain: how you lead in this tense milieu will define how you will handle awkward, potentially volatile situations down the road. Use these next few weeks to define the kind of leader you are when the going gets hairy.

Fourth, set some ground rules or guidelines. Here are a few to consider:

• Review your organization’s policies on what’s acceptable and what’s not regarding office behavior. If and when you have to enforce some behavioral policies, you have the organization standing behind you.?
• No trash talking. That includes good-natured teasing. Feelings will be tender and wounds will be open.?
• Instead, encourage practicing empathy for those who “lost.” Practicing contempt or the like poisons the workplace. Practicing empathy on the other hand produces healing.
• No using the outcome of the elections to affect personnel or policy decisions.?

Buckle up, fellow leaders. It won’t be a smooth ride, but you can do this!

Paul Tokunaga

Founder/President

MELD, LLC