31/03/20, Stuart Pownall

4 Steps to Remarkable Leadership

leadership, employee engagement

If the last 2 weeks are teaching us anything it’s the importance of strong organisational leadership. As a leadership and organisational development business, we spend a lot of time with leaders and aspiring leaders in all sectors, supporting them to develop their skills and create remarkable teams. 

So we’d like to share a few leadership insights to help keep teams engaged and committed for the foreseeable future.

1. Communication is key 

Teams need to know what their leader/s are doing and what you need them to do by creating a safe environment, not adding stress. So, by communicating your decisions and the thinking that went into those decisions, you will be providing them with reassurance that the company is doing all it can to keep trading and employment secure. Then keep communications flowing daily, for example, virtual huddles with those still working, focusing the message on positive steps forward. Create a team WhatsApp group, so they have an informal opportunity to ask questions, share information, keep up morale, although remember it is important to answer all questions as honestly as possible. And of course, by keeping communications flowing means that once restrictions end it will be much easier to quickly mobilise the team again.

2. Ask for suggestions

It’s fair to assume that teams are closer to the day-to-day operations of the company than most leaders, and in fact those at the front line tend to have the most information about what’s happening on the ground. So it’s very likely that they will be able to spot opportunities to be agile and adaptable – cost savings, efficiencies, faster processes, innovations, creative ideas. So ask them to contribute these ideas. It will all add to a sense of community in these remote working times.

3. Focus on your company culture 

Culture is important. If you have a culture where employees enjoy coming to work and are involved and consulted in the company’s growth plan, then they will be more committed to seeing the company perform and survive in any situation. If your culture is unclear and the team is disengaged from operations and performance, then keeping the team committed will be difficult and only amplified in these unprecedented times. So the role of the leader will be to think about how to create a positive environment, not focus on “fixing” the individual people; so ask them what ideas they have for keeping the team engaged on a personal level and with the business. And implement these ideas swiftly - now is not the time to procrastinate.

4. Celebrate success 

Even in difficult circumstances, there are opportunities to celebrate. The size of the success may be small, but any step forward calls for positive recognition. Thank and recognise those members of the team that have done something amazing, the team members that have come up with an idea that makes a difference. Avoid criticism or the management of poor performance, these judgement calls can wait until you are able to get back to work and reflect.

CTA: What else are you learning about leadership at the moment? Share your insights with us [link to Twitter]

What else are you learning about leadership at the moment? Share your insights with us

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