Post-Pandemic Leadership Challenges
Post-Pandemic Leadership Challenges
Since the UK began easing lockdown we have seen a change of emphasis amongst our clients as they seek to establish the new normal. In particular, the leadership landscape has changed.
Our research has pinpointed three particular qualities now needed from leaders:
1. An Ability to Build Teams Even with Employees Working Remotely
Homeworking is here to stay – for at least part of the week. We believe this requires a unique set of leadership skills going forward which focus on a leader’s ability to influence remotely and act as a facilitator, as well as a leader.
Communication skills and an ability to build trust amongst teams has never been more important. These skills represent a fundamental change in attitude and behaviours for many managers and leaders who have been schooled in more command-and-control cultures where micromanagement and supervision are normal. In the modern workplace, these practices no longer work. Employees need to be able to self-manage and work to clear objectives and performance targets.
2. Change Management Skills Have Never Been More Important
In just a few months the work landscape and macro-economic environment has changed significantly. The George Floyd tragedy has brought much-needed calls for reform, justice and a renewed emphasis on diversity and inclusivity.
Skills needed from leaders include an ability to think ahead, to strategies and to think about the bigger picture. Also important is an ability to build a corporate culture that is fit for the world we live in.
3. Emotional Intelligence is Key
For many employees, recent world events and change has presented significant emotional as well as practical changes. Leaders play a key role in helping their colleagues to navigate individual and team emotional challenges by being flexible, understanding, and supportive. Integrity and emotional intelligence have never been more important.
An emphasis on employee well being pays dividends in terms of staff retention and performance.
Retaining Talent is More Cost-Effective than Having to Recruit
With around half of all employees now thinking about changing their jobs, the fabled “War for Talent” remains a challenge to many organisations. Moreover, building organisational resilience and continuity is key to organisational performance. High staff turnover is financially expensive as well as destructive to performance and work standards.
So, What Can We Do About It?
Research shows that high-performance work practices make a huge difference to organisational performance. Our approach is to work with clients to build self-awareness of leaders and this leads to self-development of skills and better motivation
To Achieve This, We:
- Assess the current behaviours and work preferences of leaders using 360-degree feedback and/or psychometric assessment.
- Expertly feedback the assessment data to the leader to help them understand their strengths and development areas.
- Work with participants to design and implement personal development plans which the leader buys into. This encourages the leader to take ownership of their own development.
- If required, we often support the leader with executive coaching. Less often we can recommend training courses and executive education for leaders but mostly, our approach is to recommend targeted learning and development interventions that are bespoke around the participant.
Leaders need help to develop the skills needed for the new world of work as much as anyone else. Research shows that leaders can be developed and helped to perform at a higher level. To achieve this every forward-thinking organisation must think about how they invest in people and their skills.
Click here to find out more about our approach and arrange an obligation-free chat.