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How to Support the People You Lead in Times of Uncertainty
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 defined.
However, during periods of volatility and stress, a taskmaster mode could be a mistake. The individual can feel pressured or obligated, which will make them negative. It is more important to prioritize your team's needs and create an environment of trust and support. It will unleash positive emotions, and the person is likely to feel more confident, hopeful, and willing to consider new ideas.
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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 continue performing and growing.
The pandemic is making it even more difficult, changing how you work, learn, or communicate.
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 defined.
However, during periods of volatility and stress, a taskmaster mode could be a mistake. The individual can feel pressured or obligated, which will make them negative. It is more important to prioritize your team's needs and create an environment of trust and support. It will unleash positive emotions, and the person is likely to feel more confident, hopeful, and willing to consider new ideas.
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 to create a supportive and positive relationship.
- Empathy. Shift your concern from wanting to be understood to understanding others.
- Awareness. Be aware of your mindset and emotions. Emotions are contagious.
- Compassion. Try to focus on the needs of others and encourage caring and warmth to help another person in their development.
- Hope. Spreading positive emotions will uplift others when you help them to picture a brighter and better future.
- Humor. Stress shuts us down to new ideas and experiences. By keeping things light, you remind others to keep smiling. In turn, it will reduce stress and increase satisfaction, productivity, and performance.
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Manage uncertainty and its related risk
- Control the “controllable.” Certainty is vital in business, but also elusive.
- How people cope starts with their attitude. Where there is change, there is opportunity.&nbs...
Unhealthy Ways to Deal with Uncertainty
- Throw up your hands and give up. Then risking it all on the next big move for the company. Learn to fail faster - take lots of smaller risks instead of one big one and get feedback quickly.
- Not wanting to make a decision at all because of fear of failure. Learning from failure is a valuable part of your education. If you make a couple of mistakes but outweigh those blunders with successes, you are okay.
Changing How We Evaluate Success with Decisions
... is critical in uncertainty. We too often judge people by the outcomes of the decisions instead of on the process that was used to reach them.
However, isn’t it better if people had an unfortunate result and a great process than someone who had a successful outcome but flipped a coin to get there?
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Change Leadership Styles
Sometimes a teammate needs a warm hug. Sometimes the team needs a visionary, a new style of coaching, someone to lead the way or even, on occasion, a kick in the bike shorts.
For that reason, great leaders choose their leadership style like a golfer chooses his or her club, with a calculated analysis of the matter at hand, the end goal and the best tool for the job.
Daniel Goleman’s leadership styles
- Pacesetting leader - “Do as I do, now”: expects and models excellence and self-direction.
- Authoritative leader - “Come with me”: mobilizes the team toward a common vision.
- Affiliative leader - “People come first”: works to create emotional bonds that bring a feeling of belonging.
- Coaching leader - "Try this": develops people for the future.
- Coercive leader - “Do what I tell you”: demands immediate compliance.
- Democratic leader - “What do you think?": builds consensus through participation.
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Meta-Skills
A meta-skill is a high order skill that allows you to engage with functional expertise more effectively.
It magnifies and activates other skills and is a catalyst for learning an...
Skills And Meta-Skills
Skills are temporary; meta-skills are permanent.
Learning a second language gives you a skill, a learned ability. A meta-skill, on the other hand, is your ability to learn new languages. Developing that meta-skill, makes it easier to learn a third or a fourth tongue.
Alvin Toffler
“The illiterate of the 21st century will not be those who cannot read and write, but those who cannot learn, unlearn, and relearn."
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