Dear Painfully Slow,
Everyone has been through a lot in the last few years, and in many cases people are realizing just how rough the path has been. For you and your company to get this far, you have to have provided what people needed to make it here - congratulations!
More good news: while the times have been challenging, chaos and confusion have a tendency to reveal what’s really important.
So there’s no better time to plan what’s next by building on your success to date, adding in what matters most, and topping it off with some understanding and empathy.
To support how you might go about creating your go-forward plan, here are three simple tips that could make a difference for you and your team.
1. Help your employees (re)connect to the future they are creating
The pandemic and its chaotic aftermath revealed opportunities for many organizations. One of those is clarity about why the work you do matters.
One of our clients is working to scale a breakthrough energy efficiency technology from the lab into reality. Some of the team members have been toiling away since 1996!
At a recent offsite where the team was figuring out how they were going to get more traction for next year, we asked everyone to answer a question Adam Grant popularized: “What story reminds you of why the work we’re doing is so important to the world?”
About half the team had shared their answers when one member got a bit choked up sharing theirs. “I’ve worked at several companies who did great cool stuff, and that’s all fine. But I’m here for a different reason: I’m working on something that has the opportunity to make the lives of my grandchildren - and of their grandchildren - better.”
The room fell silent for a few moments as everyone, touched by the story, reflected on their own personal commitment to reverse climate change and make it possible for generations to come to live full and happy lives.
That one story helped everyone finish the retreat strongly, with a clear goal and supporting objectives to scale their technology into the market this coming year.
What could happen if you enable your team members to more strongly connect with what matters most to them?
2. Support employees to feel stronger as a team
One of the best parts of being on a high-functioning team is knowing you are not alone. You don’t have to do it all. You can lean in with your strengths because you know someone else will be there to support you and the team where you’re not great.
Unfortunately, not every team is high-functioning - yet.
At another recent retreat, we kicked off two days together with something we call “The Introduction of Champions.”
This exercise involves everyone pairing up to share stories of a time when they were proud of a time they contributed to a team. As each person shares their story, their partner listens for 2-3 embodied strengths. Once the pairs are done, everyone introduces their partners with the strengths they gleaned from the story.
When we got around the room, everyone was feeling heard, understood, and valued for what they bring to the team. We asked people to reflect on strengths multiple team members had - commitment, collaboration, positive, and problem solvers were mentioned. Then we asked what unique strengths individuals brought - among others, strategic showed up along with detail-oriented, as did calming influence and cheerleader. Someone said “Check that out - we’ve got people who have different strengths who can bring the team just what’s needed!”
This team felt stronger from the start of our work together with clearer understanding of their shared and unique strengths as a team.
What could happen if every member on your team knew each other’s best strengths?
3. Reinforce the changeability of your organization
Change is often one of the most uncomfortable - and important - activities you and your team can embark on. Providing support for leadership and the teams involved in a brighter future can help sustain individual motivation around being able to make a difference. Take advantage of the “new approach” you’re on by investing a small portion of time in reflection, feedback, and adjustment. At the end of regular meetings and during extended improvement meetings, evaluate where the new direction is working and not, and how to tweak things to get better results. *Pro-tip - Facilitation of these meetings can help everyone involved be more focused on organizational improvement.
What could it look like if people really believed things could change, for the better?
4. It can be hard to figure out how to matter when we are in so much change
As humans, we all want to know we matter. We are happier when we can make an impact, feel seen, and know our contributions impact others positively. Yet, in constant change and spaces where communication is limited, people can start to feel insignificant. We start to wonder if our contributions are obsolete.
As a leader, you play an important role in helping people connect their unique strengths, perspectives, and skills to the world. You can ease fear and create possibilities when you partner with the humans on your teams. Find ways each week to remind the people around you that they matter not only to you and the work you are doing, but also to the world.
The more you listen to ideas, ask for input, and seek solutions from your team, the more they can feel that the work they are doing as you change matters, rather than them doing the same old thing.
What would it look like when people feel they matter, even during significant shifts and changes?
We believe everyone matters, and that when you come together with a bright future in mind, amazing things can happen. Let’s set up a call to explore how you can unite your team around your bigger purpose in this changing world of work.
