During challenging times it’s important for leaders to focus on resetting team culture. All of the challenges from COVID-19 may have you and your employees stuck in a loop of negativity.
Certainly, the challenges are real and most have experienced some professional suffering. But to move forward, you can’t have people stuck on a mental playlist of The Greatest Hits of What’s Wrong.
It’s like when you can’t get a song out of your head. You want it to change, especially because it’s affecting your mood. The same can apply to your business when all you’re thinking about is negative feedback.
Let’s change the game with a mindset makeover that’s designed for resetting team culture. While it’s not a magic wand for every problem, it can help everyone unite for your next big move. Consider these tips:
Acknowledge What’s Wrong
Maybe clients have been lost, people have had to take pay cuts, or missed out on training opportunities. It’s understandable these are frustrating situations. But how long should people be thinking about what’s happened, rather than what can be done?
As a leader, you need to help change the mood. Don’t be afraid to admit that things have gotten tough. It’s okay to even admit frustration and failure with the current situation.
If you don’t say anything, then you create a vacuum in people’s minds. That space is usually filled with negative stuff and uncertainty.
Can It Be Changed or Improved?
By acknowledging bad news, you can put it into perspective. Something bad may have happened but there’s no going back. What’s done is done.
If an outcome can’t be changed, then how much time should you spend thinking about it?
Part of the review can include whether potential improvements may have been revealed from the challenge. But if you’ve analyzed the situation and understand the outcome, then there’s no point in further agonizing over it. Otherwise all you’re doing is repeating the story about the big fish that got away.
Is Complaining a Stall Tactic?
Sometimes people get stuck in a complaint loop because they’re scared of an uncertain future. It can be easier to stick to a familiar bad news story, rather than deal with more uncertainty.
Along those lines, people may make a potential solution overly complex, in order to avoid change. It’s like when, as a child, you’re at the swimming pool and are nervous about jumping off the diving board. The longer you stay on the edge, the harder it is to move forward.
Clearly Defined Goals
As a leader, you need to share your plan for the future. This goal doesn’t have to solve every problem and with ongoing COVID-19 uncertainty, you should not expect it to do that.
You are giving people something to think about that’s not so negative. You’re chasing the mood.
If you’re not to able to come up with any long term strategies, then can you come up with one for the next week or even the next 48 hours? Try something, act on a hunch, and give your team a direction.
Don’t Hide When Resetting Team Culture
When things become challenging, some leaders disappear. Many are what I would call, “Good Time Leaders.”
They’re really good at running the show when things are going well but when a challenge appears they sit, paralyzed by fear, behind a desk.
When things get tough, people are watching you and wanting you to lead. When a situation is out of your control, you’re not expected to have all of the answers but silence will say a lot about your competency.
It is possible to deliver bad news and hope simultaneously. And open, honest lines of communication may inspire your employees to think of new ideas that will lead to a better tomorrow.
Ken Okel Performs Virtual Keynotes Too
