Dear WDID,
I’m so glad you asked. Whether your team is back in the office, back on the line, or working from home, we’re all faced with something that’s pulling us apart. Plexiglass, screens, and masks, while keeping us physically safe, create significant strain on our ability to connect.
Add on chronic stress, fear, and scarcity and it’s no wonder folks aren’t working together as well as they could.
Here’s what we think may be going on.
Let’s refer to NYU psychologist Jonathan Haid and his idea of the elephant and the rider. The elephant is driven by emotion and instinct. The rider sitting on top, however, is rational and can see a path forward. They know how to stay calm to navigate the obstacles coming down the road.
As the pandemic continues to surge, so increases the fear and unknowns for individuals and teams. People’s “elephants” are getting spooked. The instinct of fight, freeze, or flight is taking over. They can’t see what’s coming and don’t know what to do, so they panic. People no longer feel safe.
As you’re seeing, people can’t commit fully when they don’t feel safe.
It’s not your job, WDID, to alleviate every stressor for the employees you care about. However, as a leader, you can help calm the elephant and help employees reclaim their riders with confidence.
Here are three things to consider when trying to unite your team:
1. As a leader, you get what you project
Ok, I’m going to ask - how is YOUR elephant? How much are your emotions taking the reins? What emotions are running the show under the surface for you right now?
We believe leaders can and should address emotion in the workplace and some displays are more effective than others.
People are looking to you to be the calm in the storm. You may be feeling panicked and anxious like the rest of your team. Spewing your anxiety will not help. Rather, present the facts and lead with vulnerability - just like you would like someone to do with you when facing difficulties.
This week, in our open book management meeting, I pointed out I retracted my projected sales this year by a significant amount since some clients stepped away from previously committed work. I could have glazed over this truth, but by sharing the loss of work, I opened up the floor for the rest of our team to see they are not alone when facing unknowns of how to fill a pipeline. I shared I was disappointed in the lost work, and I am still motivated to close the gap.
Leaders need to recognize the stress we are all carrying. Welcome the uncertainty in the space. Give it a name, and ask people how we can work together to alleviate the weight.
2. Rediscover what motivates your people
Successful leaders build relationships and take the time to reinforce how valuable people and their contributions are to the business. If you want to try this on, make a list of the employees you manage or interact with on a daily basis and answer the question for each: “How is who they are and what they care about advanced by what they are doing for our organization?”
This tough question can yield valuable answers. Feel free to take a few minutes to reflect on your team members.
If you’re still with me, ask yourself how have these answers changed due to what we’re dealing with, right now?
Then, bring your observations to each person. Step into the storm and help them unpack what’s happening and what they’re concerned about.
Here are a few more questions you can ask in formal check-ins and virtual one-on-ones to help reveal peoples’ motivations at work:
What do you find that’s cool about this job? What energizes you?
What drives you crazy around here? What would you change if you could?
What do you tell your friends and family about your work?
If you’re on the right track, their body language will open up and their eyes will light up as they talk. Yes, even on Zoom! If you’re met with silence or uncertainty, you may want to try a “Yes, but…” conversation.
3. Open up avenues for increased communication
In uncertain times, it’s human nature to make up stories. People can only rely on what they see and hear. In times of stress, most people fill in the gaps and imagine worst case scenarios to guard themselves. In the absence of hallway conversations and body language queues, it’s easy for people to imagine the worst.
To counter story-making, over-communicate. One leader we work with started weekly office hours - she hangs out on Zoom and anyone can pop in to ask a question or share a concern. Another is utilizing a new Slack channel. Another group is encouraging teams to come together for cultural conversations once a week. Keep the barriers to entry as low as possible so people can easily find out what’s really happening.
While we may be burnt out on virtual happy hours, as a leader you have to be deliberate in providing honest updates on the organization so people can focus on working together towards shared success.
There’s a lot going on these days. Leading both the business AND caring for your employees feels heavier than usual. We want to support you as you figure out how to shoulder your load. Sign up for a no-cost, 20 minute conversation to talk through how to motivate your team members when things feel unclear. It’s our pay-it-forward way to help leaders like you create great teams to accomplish great things together. No fixing - we promise!
PS. We’re also hosting two, no-strings attached virtual gatherings with leaders to brainstorm ideas on these topics. On Thursday, August 13th we’re discussing Motivate when things are unclear and on August 20th we’re discussing how to Support the Business and Employees.
