|With the run up to the end of the year in full swing we can sense the heightened activity levels across many of our clients with the push to close out projects and work priorities before the Christmas shutdown and ease the return back to work in 2023.
And it’s also a time to begin the reflection process on the year that’s been… acknowledge the achievements, harvest the learnings, and make some intentional choices about what you want to manifest and how you want to be in 2023.
One of the topics that we’ve been exploring with our clients in our recent ‘Putting Human into Hybrid Leadership’ event is to do with Leadership Narrative – and in particular how to take back or re-establish your leadership narrative post pandemic.
Let’s explore this topic further to uncover some insights you may find useful.
And with the pandemic came daily briefings, government controls, and mandatory behaviour implementation and monitoring, not something we were accustomed to in a democratic society! And whether we’re aware of it or not, this all contributed to higher levels of fear and anxiety across our families, communities and work environments.
From a work perspective, we saw a number of impacts:
And there was some upside:
Now, hopefully coming out the other side, we have navigated our way through a variety of hybrid working models to land on a rhythm that works for our organisation.
But what was has the leadership experience been during this time? To risk making some sweeping generalisations,
The end result – many leaders lost their narrative.
So how do you re-establish your leadership narrative following this extended period of displacement? Here are three tips and, of course, get in touch if you want to know more:
Tip 1: Refocus on team wellbeing
This might appear controversial, particularly coming from us at Leading Well as our identity is centered on bringing together the dynamic of performance and wellbeing.
Wellbeing operates at three levels – personal, team and organisation. Team wellbeing is contingent on every role being fully occupied. This is a shift away from focusing on the person filling the role to looking at what the role needs from the person occupying it. Be clear with each person in your team about what they need to do in order to fully occupy their role. This will support their personal wellbeing as well as that of the team. They will be clear on what they need to do to be successful – from a deliverable and cultural perspective.
Tip 2: Attend to Belonging
Our wellbeing at work is hugely influenced by how strongly we feel we belong. Unpack your post-pandemic team belonging rules and articulate what it means to belong. This is a great exercise to do together with your team as well as surfacing any enacted belonging rules that have crept in over the last few years.
Tip 3: Manage Performance
Another counter-intuitive tip! Many of our performance expectations went out the window with Covid. Setting and continually aligning expectations, managing performance with feedback and coaching and, acknowledging the wins, the efforts and the attitude creates a safe environment for your people to go well.
The Well is unique leadership space where you can drop by and fill your cup!
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