COVID-19 is triggering a global crisis for millions around the world, impacting not just the health and wellbeing of people but also the way businesses function. The roles and responsibilities of business leaders have undergone a drastic change in the past few months. Almost every strategic plan and risk reduction technique that leaders have ever imagined is now being evaluated due to this uncertain time.
Until COVID-19, CEOs and other executives from high-growth businesses concentrated on promoting innovation, driving sales and increasing the market share. Today, many of the same leaders need to make quick decisions to manage costs and sustain liquidity. In addition to this, they are navigating health and safety issues, operating remotely, and providing support in every way possible to their employees during the pandemic. This sudden shift to a digital workplace is not an easy one. The strategies below can help you coach your leaders to efficiently survive this crisis:
Set Your Priorities
Establish a common set of goals internally and execute them individually while giving the managers the autonomy they need to effectively attain them. Efficient leaders enable managers to make wise decisions, having in mind a clear set of organizational goals, such as keeping the workforce safe and working ethically with clients. Reasonable thresholds should be set where the line manager has to request authorization from the higher management. Disruptions eventually contribute to an explosion of data that is often inconsistent. In the worst cases, employees sometimes receive ambiguous or contradictory goals. That’s why a crystal-clear set of goals is crucial in times of upheaval.
Be Empathetic And Clear While Communicating
As the COVID-19 scenario progresses, hone a transparent, rational, empathetic, and clear approach to communication. It’s very important as we live in a time of rapid information dissemination from numerous sources that are sometimes uncertain. Keep in mind that it’s less important to connect with your engagement strategy and more important for the employees to understand your message. You should be focusing more on what your listeners take in, especially during this unprecedented time.
Adapting The New Work-life Blend
The way we work has experienced a dramatic change over the last couple of months. From the way our workplace and homes were organized to the benefits we used to receive, everything is now changing rapidly. While remote working becomes the standard, there is a work-life blend – which leads to such transition with conditions, policies, technology, and ergonomics of business. Now it’s normal for the employees to have their family or kids walk into your room while you are on zoom meetings in an important conversation. And this new transition is here to stay for much longer than expected. If you are open to these changes and embrace them quickly, it will be easy for you to successfully adopt this new work-life blend.
Ensure Consistent Mental Support
Organizations need to follow innovative techniques in order to build a supportive and stable environment where their employees can flourish with overcoming the feeling of fear and anxiety. Openness and efficiency of the multiple contact channels, access to workforce support services, a renewed emphasis on health and fitness activities – all can help you build a web of support for employees.
Anticipate Risk While Minimizing Ambiguity
Leaders face two conflicting demands: First, they must take chances to face the challenges of today, and second, adjust to what is done and how it is done to prosper in the world of Covid-19. Solving issues and managing them in this dynamic context means modifying your response to the evolving conditions – both for the problem and for the people. As leaders, you must have a behavioral outlook that is geared to recognize change as the new norm and well-positioned to take advantage of it.
Technology is spreading its wings at breakneck speed in the market. As we move to a contactless working method, digitization, as we know, has been playing a vital role in making this shift seamless, and you must be prepared to incorporate and adapt it.
Utilize External Experts And Peer Groups
Many corporate leaders do not hire outside consultants or peer committees. Over the years, the input of external consultants, qualified individuals with diverse talents, and peer groups, and other business leaders should be taken into account while making decisions. Every industry has several peer groups and joining one such as IT Nation Evolve can bring numerous benefits, including improved leadership, organizational expertise, strategic development plans, marketing innovation advice, and more.
While businesses and leaders across the globe strive to build a new normal and get life back to normality, one factor would always be out of control – employees’ dilemmas, who are frequently struggling against complicated choices between family safety and professional commitments. A new set of challenges come with it each day in this constantly unpredictable environment. During these uncertain times, leaders and human resources leaders together have to encourage and support their employees to accomplish their best, win long-term trust, and strengthen organizational integrity.