When businesses plan for the future, they prepare for unexpected changes which might occur but from what I’ve seen, very few businesses included the human angle in those plans.
There’s only so much a manager can do to make the systems work. It takes a leader to keep their people focused and help them adapt to whatever systems are given to them. If there’s one thing which has become clear during this time of Coronavirus, it’s how much businesses rely on their leaders to hold things together.
While we’re in the repair, rebuild and reshape stages of our return to work, I’d like to suggest that now is the ideal time to invest in your leaders. From the CEO down to new leaders, the weight on the future seems to be resting on their shoulders.
Remote working is going to be a normal state of being from now on. There’s no app to keep teams together while they are physically apart. That is part of the leader’s role. Are your leaders equipped to do this?
I read an article recently quoting a company president who said, “Now is exactly the time to double down on executive coaching to help leaders navigate through the storm… Organizations should be monitoring the performance of leaders very closely for who is doing well and who is struggling. You may find some weak spots, but you may find strength where you didn’t expect it.”
Those are my thoughts, too.
Now is the perfect time to review the way your teams and leaders worked during the crisis. What went well and what didn’t? What gaps were there? What went surprisingly well? Which leaders coped best with this unusual way of working? Which leaders needed help?
There’s a series of questions you need to be asking about your team performance and results during this crisis. The answers will help you pinpoint problems with your systems and with the skills of your people.
Don’t ignore the fact that we’ve all had to adapt and adapt quickly to more than just new technology. We’ve discovered new processes, new beliefs, new freedoms, and a new team structure. We’ve learnt things about ourselves along the way; what we’re good at and where we need training or support. If you talk to your leaders, they will be able to tell you exactly what they need right now and to help them in the future if this new way of working continues.
We need leaders who can support their teams to adapt and stretch beyond their comfort zones to discover capabilities they didn’t know they had. Your leaders might be capable of this, but they’ll need help to do it in today’s much shorter time frame.
An investment in executive coaching, mentoring and leadership training will quickly pay for itself. Your leaders are worth the investment. They are the glue which will hold your teams together and make them productive, no matter where they are working.
“Linda is a truly amazing coach, spending time with her is like a breath of fresh air. Having Linda by my side over the past 2 years has enabled me to take on challenges head first with confidence. She is inspirational, highly intelligent and fantastic support. I initially contacted Linda as I wanted to build a relationship with a professional business coach to assist in increasing capabilities and professional confidence – I know I made the right decision and the best investment in my future.”
- Morris, Designer, Plumm Glassware
How long is it since your company invested in this critical resource? If you need help or advice around executive and leadership development, contact Linda today.
