In today’s fast-paced world, change is always lurking around the corner. Whether it’s a new boss, a shift in company strategy, or some unexpected curveball from the market, turbulence can hit when you least expect it. And when the ground starts shaking, managers find themselves in a bit of a tight spot. They’ve got to steer their teams through the storm, all while keeping spirits up and work humming along.
Now, here’s the classic manager’s conundrum: how much should you spill the beans to your team during these wild times?
On one hand, you get it – your folks need to know what’s going on. They want to be in the loop, and you want them to be. But, on the other hand, there’s that nagging worry that being too honest might just make everyone’s heads spin and their stress levels skyrocket.
So, what’s a manager to do?
Well, some might think the safest bet is to zip it and keep mum. But here’s the catch: that’s like hitting the pause button on progress and hoping that one day, magically, everything will clear up. Unfortunately, we all know that magic wand isn’t coming.
In this article, we’re going to dive into some alternative strategies for managers navigating these white-water rapids of change.
These tactics are all about helping leaders communicate like pros, build trust, and fostering confidence in their teams, even when the world outside seems like it’s gone haywire.
So, hang on tight as we explore these approaches that can turn you into a team captain who steers through the wildest of organizational storms with finesse.
Harnessing the Power of “And” in Leadership Communication
In the world of effective leadership communication, there’s a small yet mighty word that can make a big impact: “and.” It might seem like a simple addition to your vocabulary, but when used strategically, it can help you navigate complex conversations.
For instance, imagine a scenario where your team is dealing with a major project, and there’s a potential shift in direction due to recent developments. Instead of dwelling solely on the uncertainty, you can say something like, “We’re making fantastic progress on our main project, and there’s a consideration to change its direction. We’ll continue to focus on our progress and trust in our ability to adapt if necessary.” Here, “and” bridges the gap between acknowledging the challenge and expressing confidence in your team’s adaptability.
Or think about a situation where your team is facing difficulties due to a team member’s absence. Instead of just emphasizing the struggles, you can say, “Our team’s been facing challenges during this period, and it’s also an opportunity to rethink our processes and requirements.” In this case, “and” highlights the potential for improvement while recognizing the current hurdles.
Even when dealing with setbacks, such as delays in a project, you can use “and” to pivot the conversation positively. For example, “The project is a month behind schedule, and this gives us an opportunity to shift our focus to project Y.” In this way, “and” helps transition from acknowledging an issue to exploring a solution.
By incorporating “and” into your communication more frequently, you strike a balance. You avoid fixating solely on the positive aspects out of concern for how your team might react to the negative ones. Your team is perceptive—they understand that perfection is rare. They value honesty and appreciate the truth. “And” enables you to deliver it in a way that’s transparent, reassuring, and forward-looking.
Harnessing the Past to Empower the Future
Dwelling on the past seems counterproductive, but there’s immense value in reminding your team of past successes. This historical perspective can serve as a powerful tool to ignite confidence in future endeavors. Whether you personally experienced these moments or not, you can tap into your company and team’s history to inspire and guide.
Here are some examples:
- “Many of you are relatively new here and might not recall our journey through the last recession. Let me share a few key insights from that time and how we overcame challenges.”
- “Angela, your experience during our previous acquisition mirrors the one we’re managing now. Could you share some anecdotes and lessons learned from those days?”
- “Although I’m new to this company, I’m not new to our industry. If it’s beneficial, let me share what I’ve learned from past experiences with similar changes.”
Even if your team consists mainly of newcomers, there’s a history behind the work and the problems it addresses. By unpacking the past and connecting it to the present, you create a sense of continuity and confidence in shaping the future.
Embrace an Experimental Mindset for Adaptation
When the going gets tough and chaos creeps into the workplace, it becomes clear that it’s time for a change. However, committing to a completely new direction during times of upheaval can be daunting and risky.
That’s where the power of embracing an experimental mindset comes into play. Instead of jumping headfirst into a radical shift, consider actively encouraging small experiments, test runs, or pilot programs. This approach not only helps surface fresh ideas but also eases employee anxiety about an uncertain future. In fact, research by Lindsay McGregor and Neel Doshi, based on 9,700 U.S. workers, revealed that employees empowered to experiment tend to be more motivated.
Take, for example, Shona, who was leading her team through a period of unpredictability at work. After open discussions with her team, they realized that they needed more flexibility in their schedules to adapt to the ongoing changes.
Together, they brainstormed a series of experiments aimed at reclaiming time and energy:
- Cancelling a weekly status meeting.
- Incorporating countdown timers in all scheduled meetings to keep track of remaining time.
- Temporarily halting work on a weekly report to assess its necessity and frequency.
Experiments, especially those that are small in scale, well-defined, and time-bound, prove to be effective during times of unproductive uncertainty. They disrupt the brain’s habitual thinking patterns, sparking curiosity and encouraging teams to explore alternative perspectives. To their surprise, Shona’s team discovered that even minor adjustments could yield significant improvements.
Bottom Line
In today’s fast-paced work environment, employees often find themselves bombarded with confusing or unsettling news that can disrupt their routines. When leaders provide straightforward and thoughtful communication, it allows teams to better understand their concerns and regain a sense of control over their work. This approach proves invaluable amid the constant changes, setbacks, and stresses that inevitably arise. After all, research from Stanford’s Chelsea R. Lide and Francis J. Flynn underscores that leaders are far more likely to be criticized for under communicating than for overcommunicating.
