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How to Support the People You Lead in Times of Uncertainty

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https://greatergood.berkeley.edu/article/item/how_to_support_the_people_you_lead_in_times_of_uncertainty

greatergood.berkeley.edu

How to Support the People You Lead in Times of Uncertainty
Those in any kind of leadership position right now are called to find compassion for the people they serve.

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Coping in uncertainty

Coping in uncertainty

Whether you are a manager, teacher, or physician, you are a leader in your organization or community. In times of distress, it can be difficult to know how to help others best and motivate them to ...

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Coaching with compassion

In the face of uncertainty, it is natural to hold on to the status quo and stick to as-normal-as-possible routines and tasks. This can work when the context is predictable, and the goal is clearly ...

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How to coach with compassion

We can follow six steps to help others, using the acronym “REACH”:

  • Resonance. Check in with each person without discussing a list of tasks. The goal is ...

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The Advice Trap

The Advice Trap

It happens when one rushes to provide advice, which is most likely to be discarded or ignored, even if the person was asked for it.

Even with good intentions, providing advice isn’...

Word Play When Asking For Advice

When someone mentions a problem, it most likely isn’t the core problem but only an outward symptom.

Even if by some miracle one is able to find out the real problem, it does not mean that the advice doled out will be useful or will be implemented.

Ignorance And Superficial Knowledge

Most people are ignorant of their ignorance and live in a self-created bubble of superficial knowledge, which they believe is the only true knowledge there is, due to a cognitive bias known as the Dunning-Kruger effect.

A piece of straightforward advice doled out to be followed to the tee, is often due to lack of knowledge, rather than because of it.

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Taking breaks is key to better productivity

Taking breaks is key to better productivity

The harder and longer you work, the less productive overall you'll be. Research confirms that taking breaks before you're mentally exhausted is essential for productivity.

Setting healthy boundaries

Set your personal boundaries, so you have dedicated time to take care of yourself, your family or household, and your professional responsibilities. You won't be any good to your family if you regularly jump up to respond to work.

The key to success is deciding on expectations, then communicating those to others. You need to get clear in your mind what hours you will be attending to your work. Perhaps dedicate a space in your home as the "office," letting everyone know that you need privacy. Decide when you are "on" and when you are "off."

Technology and productivity

We all have tools in our pockets to help us.

  • For example, consider using your phone's built-in alarm for taking breaks, or giving yourself a reminder to eat lunch, or taking a screen break to reduce eyestrain.
  • If you find it challenging to work, consider a productivity method like the Pomodoro technique, where you work deeply for about 25 minutes, then take a short break. Repeat four of the cycles, then take a 30-minute break before starting again. There are many Pomodoro apps to help you.
  • Don't forget to use the same technology to turn off notifications and distractions while you're working.

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Feedback

Feedback

Feedback provides an opportunity to gain insights about a person's personal and professional actions.
Without feedback, we will move in the same direction without realizing our shortcomings. ...

Types of feedback

  • Positive vs. negative. Positive feedback confirms that someone is taking good action, while negative feedback shows what actions need to be corrected.
  • Formal vs. informal. Formal feedback is given on a set schedule, and informal feedback is short and follows after an action or event.
  • Annual vs. monthly
  • Verbal vs. written
  • Manager vs. peer

Effective feedback

Effective feedback is:
  • Objective. Don't let your personal feelings get in the way.
  • Timely. Feedback should follow when the event is still fresh.
  • Constructive. Give respect and show that you have their best interests in mind.
  • Actionable. Feedback must include immediate next steps.
  • Warranted. Give your employees room for mistakes and learn from them.

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