Change in Plans – You are now working from home and so is everyone on your team. This is NOT business as usual. Leading a virtual team is different. Want a Suggestion?
Suddenly you find yourself leading a virtual team. You hope this is for a short period of time, but it may be for months. The question I’m getting in my coaching practice is: Any tips or suggestions on how to keep the troops engaged and motivated during this time of great change? The answer is Yes,
You need to manage 3 issues and be aware of one opportunity this crisis may provide.
Issue 1: First — Show patience and empathy.
This is not a time to deliver the message: This is business as usual, we are just doing it from home. There is a lot of work to do, let’s get to it. Though your family may be grown and out of the house. You may have a high-speed internet connection and a spare bedroom that can be used as an office. Not everyone does. You probably have people on your team that now have children at home all day long. They are supposed to be doing online learning. There is no extra room to turn into an office and there will be frequent interruptions. Life is anything but normal. Go out of your way to show empathy for their situation. Discuss their issues. Understand that some things may not be completed as soon as normal. Help them prioritize work. Specifically ask, “What issues do you have and what can I do to help you?”
Issue 2: Clarify what is changing and what isn’t.
I was watching the morning news and it began with “Nothing is normal these days”. It sure feels that way. Research shows that you can change as little as 15 % of a person’s job (which means that 85% has remained the same) and they will tell you that it feels like their whole world has changed. People lose perspective during times of change – especially great change. Help them understand what is changing and what is not changing. If you let them sort it out on their own, they will focus only on the changes exaggerating the extent of the overall situation. Yes, there are changes, but if you look into it – not everything has changed. Help them see and understand this, it provides a better perspective
Then, if possible, identify one strength of each person on your team – something he or she does well. Is he a good problem solver or have great attention to detail? Is she great with people or is seen by others on the team as the calm in the eye of the storm? Specifically, reference these strengths and let each person know how these natural abilities can be applied effectively to that portion of their world that is changing.
Issue 3: Communication is always important, now it is critical for two reasons.
- During times of change, people want information. They have questions and the answer to those questions will likely generate even more questions. You will find yourself communicating the same message over and over. Keep in mind that this is no judgment on your communication skills. They crave information but don’t process it well. Your job is to provide them honest up-to-date answers to those questions. Keep in mind that they are watching you and assessing how you are dealing with the changes. So be honest, but also do your best to be calm and reassuring. If you don’t, they will naturally gravitate to the worst-case scenario. AND the reactions to that are fear and dread which, of course, you want to avoid.
- People who are used to an office environment (lunch with team members, water cooler talk, team meetings) can quickly feel isolated when working at home. At least for the first few weeks, have frequent video or conference calls. Get everyone to participate. Share experiences. How are they managing disruptions working at home? Tips for managing changed work hours. Do they establish priorities differently? If at all possible, create some mini teams to get people to work collaboratively and have a sense of connection.
Now the good news – There is a rare opportunity to create your own positive changes.
Most organizations have a built-in immune system that rejects anything “New” — new ideas, new people, new processes. During times of change these defense mechanisms become extremely weak. You can capitalize on the break in the routine to do things differently. Have you ever wanted to try a new approach, eliminate needless administration, streamline a process? Now is a wonderful time to do this. In fact, in one of your conference calls, you might challenge people on your team to come up with ideas to take advantage of the opportunity to change things for the better.
Effective leaders adapt to the situation. The world has changed. You need to adapt. Try these approaches and you will be ahead of the curve in dealing with the current situation and the future to follow.
Contact me if you have any specific situations you’d like to discuss for your company during this unusual time – bill@hawkinsconsultinggroup.com
About Bill Hawkins
Bill Hawkins leverages the latest research on leadership effectiveness to design and deliver high-impact practical leadership education workshops. He has worked with over 20 Fortune 500 companies in 17 countries, co-authored 5 books on leadership, and is listed in the Who’s Who of International Business.
If you have any questions for Bill, send an email or schedule a call:
bill@hawkinsconsultinggroup.com