Lolly Daskal's Blog, page 68

How to Manage Those Who Are Struggling to Perform Remotely

Working remotely is not easy, especially for people who are relatively new to it. Distractions and diversions, intrusions and interruptions can make it hard for people to excel. You may find that even an employee who is strong performer at the office is having a difficult time working from home. There are specific things you can do to manage those who are struggling to perform remotely:

Create a trusted dialogue. The culture in some organizations is structured in a way that forbids or discourages complaints and open speech. But to be effective as a leader you have to create relationships with people; they need to know that they can tell you the truth and speak with candor without negative repercussions. The goal is to create communication that is a dialogue built on trust, not a one-sided monologue.

Address the situation head on. My coaching clients sometimes tell me “You said to be empathetic if someone is struggling, so I’m giving them a pass.” My reply: Yes, you need to lead with empathy. But if there’s a problem, failing to address it solves nothing—and creates an additional problem.

Get to the source. You may be making assumptions about why an individual is struggling. But if you don’t ask, you don’t know, and if you don’t know you can’t get to the source of the issue. It could be that processes are too cumbersome, technology is breaking down, or they aren’t getting the information they need. You can’t begin solving the underlying problem until you identify it.

Take accountability first. Before you can expect your employees to take responsibility for their own actions, you—as a leader—must take the first step and set the standard. Accountability starts with you. If there is a systemic or management issue creating a problem, be the first to acknowledge your responsibility. Once you take accountability and make that a clear expectation, it will be easier to move on to finding creative solutions.

Demonstrate empathy. As a leader it is important to check in and have courageous conversations in which people can speak honestly and candidly. In those cases, your job as a leader is not to try to fix things outside your control but to empathize with those who are struggling and acknowledge the difficulties they’re facing. Listen carefully. Resist the temptation to tell them what to do; don’t be overly prescriptive or micromanage. Simply ask them what they need to make things better. It’s part of your job as the leader to make sure those who are struggling have the resources and assistance they need to be successful.

As a leader it is your responsibility to help those you lead—and by helping them you are making it possible for them to contribute their best.

Lead from within: When people are struggling for any reason, it’s up to the leader to help them figure out what it will take for them to succeed.

#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:

How Great Leadership is Generated in Significant Crisis
How to Lead Your Team When The Future Is Uncertain
The One Aspect Of Crisis Management That No One Talks About
How The Best Leaders Are Already Planning Past The Crisis
How to Engage Employees During Uncertain Times
The One Quality Every Leader Needs To Succeed

Photo Credit: iStockPhotos

The post How to Manage Those Who Are Struggling to Perform Remotely appeared first on Lolly Daskal.

How The Best Leaders Manage Their Anxiety

I can tell you from my experience as a leadership coach that many leaders suffer from anxiety. If we’re being honest, everyone experiences anxiety to some degree. I make sure my coaching clients have the tools they need to manage their anxiety because left unchecked, it can do great damage to their decision-making ability and overall effectiveness. Here are some of the techniques I share with them for managing anxiety:

Acknowledge your anxiety without denying it. Anxiety never shows up without a reason. So invite it in and try to understand why it’s manifesting right now. Ignoring your feelings and pushing them away never works. Instead, acknowledge your anxiety so you can begin to address it and manage it.

Accept your anxiety without attachment. It’s not unusual to internalize anger along with anxiety. But the best way to ease the stress is to accept it without blame. If it makes you uncomfortable, name it. Because the more you try to control your anxiety, the harder it fights back. Avoid the tug of war by learning how to detach yourself and accept your anxiety. When you do, you’ve already made progress in moving through it.

Surf the wave without getting swallowed up by the current. It may be impossible to get rid of your anxiety. As frustrating as that can feel, part of managing anxiety is understanding that you may not be in top form until things settle down. The goal is to learn to surf the waves of distress without being overwhelmed by their power.

Watch for patterns and label your feelings. For most of us, anxiety comes with a pattern. It may be that stress leads to fear which leads to anxiety. Or it may be that something doesn’t work out, your perfectionist tendencies lead you to anger, and anxiety follows. Look for your individual patterns so you can label and understand the events and emotions that lead up to anxiety.

Learn your telltale signs. When you’re feeling anxious, take note of your physical reactions. They often function as an early warning system to alert you to imminent anxiety. It might be a stomach flip, tense shoulders, or an inability to focus. Once you learn to recognize your physical symptoms, you can catch anxiety before it overtakes you.

Let go of controlling anxiety and work to manage it. Victor Frankl famously said, “Between stimulus and response there is a space. In that space is our power to choose our response. In our response lies our growth and our freedom.” Instead of working to control the situation, choose your response. Make a conscious decision to manage your anxiety by breathing, shifting your attention, and taking small purposeful actions.

Many leaders emphasize their strength, competence, and credentials in the workplace. Wouldn’t it be great if more of them opened up about how they learned to manage anxiety?

Lead from within: Anxiety makes leadership interesting, but managing anxiety makes leadership meaningful—for you and for those you lead.

 

 

#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:

How Great Leadership is Generated in Significant Crisis
How to Lead Your Team When The Future Is Uncertain
The One Aspect Of Crisis Management That No One Talks About
How The Best Leaders Are Already Planning Past The Crisis
How to Engage Employees During Uncertain Times
The One Quality Every Leader Needs To Succeed

Photo Credit: iStockPhotos

The post How The Best Leaders Manage Their Anxiety appeared first on Lolly Daskal.

Important Questions To Ask Your Team In A Time Of Crisis

As an executive coach of leaders around the world, I spend much of my time asking important questions of my clients. It’s one of the skills I always try to pass on to them. My goal is to help them become not just a great leader but a great coach—one who knows how to ask the right question at the right time.

Questions are the key not only to building a strong bond but also to keeping people on track, motivated, and growing. Just the act of asking opens up new opportunities of communication and connection. Over time, as people learn they can answer honestly, they grow in the trust and confidence that are hallmarks of the most effective teams. Questions foster a culture that encourages curiosity, concern and careful listening.

Knowing how to coach your team by asking questions is never more important than when you’re leading them through a time of crisis. Questions help you stay connected across distance, help your people become more effective and self-sufficient, and ensure that everyone has the resources they need.

Here are some questions that can benefit every leader, every team and every individual—especially in challenging times.

How are you feeling?

Do you have any thoughts that are worrying you?

Do you have any concerns you want to address?

What’s stressing you the most?

How is your motivation?

When do you feel most inspired and productive?

Do you feel you’ve been putting in longer hours?

Do you have all the information you need to make the decisions you need to make?

Do you feel you’re getting the support you need?

Are we supporting you in the right way, or do you need something more?

Do you have any questions I can address?

Do you feel valued?

What can we do to improve your situation?

What are we getting wrong?

What are we getting right?

What can we do moving forward today to serve you and our business better?

If you want to be successful and reach your leadership potential, embrace asking questions as a coach would. Bringing out the best in your people is a primary goal of strong leadership, and the best way to make that happen is to engage with them, learn from them, listen to them, and do everything you can to support them.

The art of asking questions is the key to really understanding your people so you can better manage—whether it’s in a time of crisis, a rush of innovation and new ideas, or just the ups and downs of everyday work life.

Lead from within: If you want to be known as a great leader, ask great questions—you can learn more and your people can become more.

 

 

#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:

How Great Leadership is Generated in Significant Crisis
How to Lead Your Team When The Future Is Uncertain
The One Aspect Of Crisis Management That No One Talks About
How The Best Leaders Are Already Planning Past The Crisis
How to Engage Employees During Uncertain Times
The One Quality Every Leader Needs To Succeed

Photo Credit: iStockPhotos

The post Important Questions To Ask Your Team In A Time Of Crisis appeared first on Lolly Daskal.

How to Protect Your Team from Burnout

When a crisis hits, your team is more likely to start experiencing burnout. They’re feeling more stress, working longer hours and putting in more focused effort than usual. The combination is one that often leaves people feeling fatigued and irritated—in short, burned out. It’s especially common in an extended crisis where people are not only stressed over work issues but also dealing with the effects on their personal and family life.

Managing a burned-out team is challenging for even the most experienced leader. But taking care of your people is an important part of leadership, and there are lots of ways you can make a tough time easier on them—which in turn minimizes the effects of burnout within your organization.

This is how I coach the top leaders I work with in protecting their team:

Inquire instead of making demands. Ask your team about their workload, their stress, and whether they have the resources they need. Make sure you’re asking the questions that will help you understand how your team is feeling about the demands and pressures they face so you can know how to help. Meet people where they are and you can lead them effectively and productively.

Emphasize the positive and downplay the negative. When the pressure is on, it’s easy to keep your focus on the things that are going wrong. I coach my leaders to make a concerted effort to emphasize what’s working well and going right. When you encourage your team in high-stress times, you’re giving them the motivation they need to keep going.

Manage expectations and forget the assumptions. Especially in difficult times, manage your expectations and don’t make assumptions, you want to make sure the things you ask of your team are achievable. As a leader it is important to bring plenty of empathy and understanding. Make sure people know that you rely on their feedback to keep expectations reasonable. The more empathy you demonstrate, the more productivity and positivity your team will be capable of. Show them compassion and they will show you increased energy and commitment

Appreciate instead of criticizing. It can be challenging to summon gratitude when stress is high. But when your team is working hard and going the extra mile, it’s part of your job to express appreciation for their efforts and accomplishments. I always tell my clients that the best leaders find reasons to build up their team on a regular basis and tell them how much they’re valued.

Remember that even the most committed team members are susceptible to burnout, especially in times of crisis. Don’t make the mistake of thinking your people are immune.

Take the time to evaluate your team’s well-being and implement measures to prevent and address burnout. Each person has a different reaction to stress, and it’s your job as a leader to bring out the best of everyone.

Lead from within: The best leaders protect their most important asset—their team—because burnout is bad for people and for business. But with thoughtful leadership, it’s always possible to turn things around.

 

#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:

How Great Leadership is Generated in Significant Crisis
How to Lead Your Team When The Future Is Uncertain
The One Aspect Of Crisis Management That No One Talks About
How The Best Leaders Are Already Planning Past The Crisis
How to Engage Employees During Uncertain Times
The One Quality Every Leader Needs To Succeed

Photo Credit: iStockPhotos

The post How to Protect Your Team from Burnout appeared first on Lolly Daskal.

What People Need From Their Leader In A Crisis

Being a leader always comes with enormous responsibility, but being a leader in crisis adds significance and depth to that responsibility. It’s easy to become overwhelmed and lose your bearings at a time when many of the usual processes and measures no longer apply, but successful leadership is still possible—and more necessary than ever.

One successful approach is to focus on the things people look to their leader to provide in a time of crisis. Here are some of the most important:

Decisiveness and purpose. Crisis demands that you be purposeful and determined in taking the measures that will help your organization survive and succeed in the current situation and beyond. It’s a time for bold decisions that you may have to make quickly, so keep your purpose and mission close to help steer you.

A strong team. The best leaders know they are only as smart as the people they surround themselves with. They create and nurture dream teams that can collaborate smoothly, combining subject-matter expertise with great listening skills and the ability to compile and give thoughtful feedback. If you don’t already have such a team—or teams—around you, start building one now.

Well-defined priorities. As a leader it is important that you identify the priorities of your organization and team with the assistance and guidance of everyone involved. Build consensus so you have wide agreement and ownership—leaving room for course corrections if needed. Once you’ve established your priorities, reinforce them often to make sure they stay in the top of everyone’s mind.

Strong communication. Great leaders understand the importance of communication, and they know that extending their reach and transparency is more important than ever in tough times. Strong communication crushes demoralizing rumors and improves engagement.

Flexibility is a must. The best leaders know how to be agile and flexible; they stay ahead of change by constantly revamping and reworking as things are happening. The actions that previously drove results may no longer be relevant, and new plans often have to be developed and carried out on the fly.

Frequent connection. If you normally speak to your people once a month, do it weekly during a crisis. If you normally speak weekly, make it daily. The stronger and deeper the connections you build and maintain, the better you can keep watch on the pulse of your organization. Strong connections bring strong results.

A culture that embraces mistakes. Especially when the stakes are high, is important to be the kind of leader who encourages innovation and risk-taking, and that means embracing mistakes and failures instead of punishing them.

A focus on the future. The best and smartest leaders know that the past may no longer be relevant, and they don’t look back but keep their view fearlessly on the future.

Lead from within:  In times of crisis your words, actions and demeanor can successfully guide people through—or cause them to stumble.

 

#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:

How Great Leadership is Generated in Significant Crisis
How to Lead Your Team When The Future Is Uncertain
The One Aspect Of Crisis Management That No One Talks About
How The Best Leaders Are Already Planning Past The Crisis
How to Engage Employees During Uncertain Times
The One Quality Every Leader Needs To Succeed

Photo Credit: iStockPhotos

The post What People Need From Their Leader In A Crisis appeared first on Lolly Daskal.

How This Crisis Will Change the Future Of Leadership

Every crisis, large or small, influences the way we lead because it causes us to stop, recalibrate, and innovate. A global crisis of the scale of the COVID-19 pandemic brings wide-ranging changes—changes that not only affect a single organization or industry or nation but that cause us to rebuild the way we think about leadership. Here are some of the things the pandemic is teaching us about the future of leadership:

We will need leaders who know how to show presence without being physically present. We’re experiencing a shift in how leaders interact with their people. Where before people craved an open office and open-door policies, that can no longer be the model—even for teams that aren’t separated by geography. For a leader to be effective, they need to learn creative and consistent ways to connect with those they lead.

We will need leaders who speak the truth even when it’s hard to hear. Far too many leaders insist on assuring people that all is well, even when that’s not remotely the truth. Moving forward, we will need leaders who will can push against the natural human tendency to downplay and delay bad news, who embrace a commitment to providing transparent, honest communication—no matter how bad the news is. The pandemic has reinforced an important principle: trying to delay or wish away bad news is a costly mistake.

We will need leaders who know how to engage the expertise of others. Gone are the days of top-heavy organizations where senior leadership makes all the decisions. Times of crisis show us the value of decentralized leadership, and the ability to create a network of talented experts with access to good data is fast becoming an essential leadership skill. The best leaders are no longer in front, making all the immediate decisions. They are building long-term strategies and navigating a course with a leadership team whose diverse perspectives strengthen the enterprise.

We will need leaders who embrace empathy as well as efficiency. Now that we’ve experienced a stark reminder that the future is never certain, leadership has to change. The leader of the future must lead with empathy. They will no longer be free to tolerate indifference to the effects of their decisions—whether it’s colleagues in the same city or people manufacturing products halfway around the world. Effectiveness and results will still be important, but so will understanding and relationships.

Leading is changing, and the transition isn’t likely to be an easy one. Those in charge will be tested in areas where they have not fully developed their skills, and many leaders, old and new, will need coaching to help them navigate the qualities they’ll need to be successful. But new challenges bring new opportunities, and the potential for greatness will expand along with the role of the leader.

Lead from within: Today is the day we can start becoming the future leaders who will have a chance to mend the world.

 

#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:

How Great Leadership is Generated in Significant Crisis
How to Lead Your Team When The Future Is Uncertain
The One Aspect Of Crisis Management That No One Talks About
How The Best Leaders Are Already Planning Past The Crisis
How to Engage Employees During Uncertain Times
The One Quality Every Leader Needs To Succeed

Photo Credit: iStockPhotos

The post How This Crisis Will Change the Future Of Leadership appeared first on Lolly Daskal.

How to Be A Great Leader In A World Of Control Freaks

Chances are, somewhere in your professional or personal life you’ve encountered an all-out control freak. They’re the ones who think they know best about everything, who refuse to delegate anything, who incessantly judge other people’s choices, and who want to micromanage every detail of everything they’re part of. Forced to go with someone else’s plan, they may quickly become moody or sulky.

There’s certainly no shortage of control freaks in most organizations. You may not be able to escape them, but as a leader it’s part of your job to mitigate their behavior and show them more effective alternatives. Here are some ways to protect your team from control freaks and turn controlling team members toward a leadership mindset:

Embrace opportunities to give useful feedback. Take advantage of opportunities to call controlling behavior as you see it. Candid feedback, given with humility and compassion, can be a powerful weapon to encourage control freaks to let go and find a helpful role within their team.

Set and maintain boundaries. Great leaders know the difference between what you create and what you allow, and healthy boundaries help you differentiate between the two. It’s part of your role as leader to set limits on your team’s culture, so keep control freaks from taking over by emphasizing interdependence and shared decision making. People in organizations are constantly looking to see how leaders react to trends and situations, so stay on top of control issues.

Remain authentic. Many leaders believe they have to constantly portray themselves as confident and optimistic. While it’s important to set a positive tone, I’m not a big believer in the “fake it till you make it” approach. Be your authentic self, even when you’re not feeling confident or optimistic. Being honest about the times when you don’t feel completely in control sets a good example by letting everyone know it’s OK not to be on top of everything every minute.

Communicate clearly and compassionately. Whether you’re dealing with the more controlling members of your team or the people they’re trying to control, remember to communicate clearly and concisely—and always with compassion. The best leaders understand that if their message is going to be heard, it has to be expressed with empathy and concern.

Lead by example. The biggest issue with control freaks is thinking they know it all. In a position of leadership, you can demonstrate that no one has all the answers, that delegation benefits everyone, and that the best decisions are made by including diverse perspectives. Show that you’re not driven by trying to control opinions, people or any decisions. Ultimately, leadership by example is the best way to move control freaks toward a leadership mindset.

Lead from within: Although the cost of having control freaks in your organization may be invisible, the price everyone pays is real. It’s part of your job to rein them in and show them a better way.

 

#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:

12 Successful Leadership Principles That Never Grow Old
A Leadership Manifesto: A Guide To Greatness
How to Succeed as A New Leader
12 of The Most Common Lies Leaders Tell Themselves
4 Proven Reasons Why Intuitive Leaders Make Great Leaders
The One Quality Every Leader Needs To Succeed
The Deception Trap of Leadership

 

Photo Credit: iStockPhotos

The post How to Be A Great Leader In A World Of Control Freaks appeared first on Lolly Daskal.

How Great Leadership is Generated in Significant Crisis

For years I have studied and observed great leadership, teaching and coaching leaders and organizations around the world on the qualities that make leaders effective. One thing I’ve learned through that experience: when crisis hits, the best leaders are ready to act courageously and boldly. Their leadership grows and deepens even through dark times because they hold close to the core principles of leadership:

They think of others, not themselves. Many people are drawn to leadership because they want the titles and perks of a powerful position. In a time of crisis, those leaders generally find themselves facing an out-of-control disaster. Great leaders know that their power to steer through rough waters comes not from looking out for themselves but by putting the needs of their people first.

They confront reality instead of hiding behind speculation. The best leaders assess the situation and get the facts they need at every step. Especially in situations where fear and change are the norm, they need to be able to instill confidence that their communications and decisions are based in reality.

They say what needs to be said without hiding behind an agenda. When it’s time to communicate to their team or to the public, great leaders have the courage to be brutally transparent and honest. They refuse to hide behind an agenda; they’re not afraid to say what needs to be said, and they share the information they have wherever it might be useful.

They assign tasks and implement purpose. The worst thing a leader can do in a crisis is to say, “Let’s wait and see.” That approach does nothing to ease fears or alleviate anxiety—and it ensures a complete lack of preparation, no matter what direction circumstances take. The best leaders take charge and act in the service of the company, the community, the people. They work to establish order and direction so people stay connected to a sense of purpose.

They stay flexible and willing to learn. Everyday leadership is one thing, but navigating through a crisis requires a certain level of comfort with chaos and dizzying change. Great leaders understand that they will have to make adjustments on the fly to accommodate a rapidly changing situation. They learn from their mistakes so they can pivot quickly as circumstances change.

They lift spirits when motivation is low. Great leaders make their people feel that even through the worst of times, they’re right there with them, working and caring. They encourage everyone to push forward, lifting spirits and keeping motivation high, They have a presence that tells everyone around them, “We can make it.”

In times of crisis there are leaders who will fall back and fail to meet the challenge—but for those who are there for the right reason, difficult times can provide fuel to grow into greatness.

Lead from within: In times of crisis there are leaders who will emerge to help us overcome our fears and anxiety. They will be a shining light in our dark moments.

 

#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:

12 Successful Leadership Principles That Never Grow Old
A Leadership Manifesto: A Guide To Greatness
How to Succeed as A New Leader
12 of The Most Common Lies Leaders Tell Themselves
4 Proven Reasons Why Intuitive Leaders Make Great Leaders
The One Quality Every Leader Needs To Succeed
The Deception Trap of Leadership

 

Photo Credit: iStockPhotos

The post How Great Leadership is Generated in Significant Crisis appeared first on Lolly Daskal.

How To Lead Your Team When The Future Is Uncertain

Right now we’re all thinking about leading through a pandemic, and there’s no precedent we can turn to for that particular situation. But history shows that all crises, whatever form they take, affect leadership and teams in much the same way. Much of it comes down to this: people want to feel that their future is certain, and when they don’t have that confidence, they need reassurance that they’re going to be OK.

Here are the things we know that work:

When fear is present, show confidence. When your team is fearful and anxious, be the leader who shows up with confidence—not confidence that you know what’s going to happen, but confidence that their well-being is your top priority and that you will all stand together and make it through. You can’t predict the future, but you can calm fears in the present.

When worry is present, show empathy. Too often leaders are drawn into trying to fix things that can’t be fixed. As I explain in my best-selling book The Leadership Gap: What Gets Between You and Your Greatness, in times of stress and worry your team needs a leader who is above all a navigator. Guide your team with empathy and understanding, bringing them together to find solutions and new opportunities in the climate of crisis.

When uncertainty is present, show transparency. Many leaders in times of crisis rely on the adage “fake it till you make it,” but I strongly believe that approach only makes things worse. In uncertain times, you need to be a transparent leader. You have to speak to your team in ways they can understand and relate to. You need to communicate directly and say “Here’s what we know, here’s what we don’t know, and here’s what we’re doing.”

When anxiety is present, show humility. When you don’t have clarity about what lies ahead and everyone around you is anxious, you need to lead with humility. That means admitting that you don’t have all the answers. Don’t come off as arrogant in an attempt to look strong and confident. Uncertainty is uncertainty. Instead of trying to bluster your way through, focus with your team on the things you can do: delivering value and looking after one another in the here and now, while looking ahead to understand as much as possible about the circumstances and needs of the longer term.

In moments of crisis, leaders can either strengthen their team or allow them to struggle. There’s no benefit in faking a certainty that doesn’t exist or, on the other hand, in allowing uncertainty to get the best of us. It’s a time to put heads together, to communicate more directly, and to bring out the best in one another.

Lead from within: The ability to thrive during periods of great uncertainty is a hallmark of exceptional leaders.

 

#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:

12 Successful Leadership Principles That Never Grow Old
A Leadership Manifesto: A Guide To Greatness
How to Succeed as A New Leader
12 of The Most Common Lies Leaders Tell Themselves
4 Proven Reasons Why Intuitive Leaders Make Great Leaders
The One Quality Every Leader Needs To Succeed
The Deception Trap of Leadership

 

Photo Credit: iStockPhotos

The post How To Lead Your Team When The Future Is Uncertain appeared first on Lolly Daskal.

Leave Your Door Open When You’re Leading Remotely

In my work as a leadership coach, I spend an enormous amount of time with top corporate leaders and successful entrepreneurs. One trait that the best of them seem to share is an open-door policy. They hold a strong commitment to their people and want to make sure, no matter how busy they are, that they’re available and easily accessible to anyone on their team who needs support, is struggling to solve a problem, or has a great idea.

An open-door policy is a great leadership practice at any time, but it’s even more important when your people are scattered and working remotely. Whether your open door takes the form of a video conference feed, a text or phone line, or another mode of communication, here are some of the top ways it can help the people on your team:

Alleviate their anxiety. When people are fearful, it helps them to know that the person in charge is there to help talk them through their anxiety. An effective leader can tap into what their people are thinking and feeling and guide them toward positivity—a skill that’s never more important than when your team is working through a challenging crisis.

Help them navigate outside their comfort zone. It’s enormously stressful for employees when suddenly everything about their job is different: how they accomplish their work, how documentation and communication are handled, how time and achievements are tracked. Faced with this situation, many people try to muddle through, acting as if nothing has changed. Having a leader who can lend clarity and purpose is critical, especially when it’s time to begin looking ahead toward building more sustainable new processes.

Support them through stress. Left unmanaged, stress can do all kinds of things to harm focus and productivity. In the past you might have had one or two people going through a stressful circumstance, but at a time when every single person on your team is facing additional stress at the same time, your presence and planning are required to keep the effects from spiraling out of control. An open door is an important part of helping people feel supported and hopeful.

Keep them motivated. In the early days of a crisis, people are energized and focused, willing to do whatever it takes to meet the immediate need. But when the crisis lingers longer than anyone expected with no clear end in sight, people begin to feel discouraged and exhaustion sets in. The ear and voice of a strong leader are necessary to help them pivot back to productivity and keep them moving forward.

Everywhere we turn right now, someone is saying “we’re here for you” and “we’re all in this together.” It’s far more meaningful to show your support, and the best way to do that is by being available and accessible when your people need you.

Lead from within: The leader’s availability is the difference between a team feeling supported or not supported.

 

 

#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:

12 Successful Leadership Principles That Never Grow Old
A Leadership Manifesto: A Guide To Greatness
How to Succeed as A New Leader
12 of The Most Common Lies Leaders Tell Themselves
4 Proven Reasons Why Intuitive Leaders Make Great Leaders
The One Quality Every Leader Needs To Succeed
The Deception Trap of Leadership

 

Photo Credit: iStockPhotos

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