Ready to find new and better ways of working not possible before? Trust more.
We have entered a new season of living and working. Some lines between the two have been blurred; others are just forming. The work processes that existed before March 2020 are constructs and structures that we made up. Instead of thinking of yesterday as “normal” and today as the “new normal”, why not take full advantage of the window that has now opened to redefine and evolve how we work into something new, something even better?
Leaders know that change begins with them. They adapt quickly and let go of what no longer is relevant. The resilience of leaders paves the way for the resilience of their teams. As we imagine and actualize new ways to connect with and engage team members, let’s say goodbye to tired assumptions and beliefs that no longer apply.
The belief that teams must be co-located to be productive and achieve best results is a good place to start.
It was nice to have easy access and informal conversations with team members across the hall. Gathering for a quick huddle was convenient. But was it always constructive and a good use of time? Now we must be intentional about communicating. Present. Purposeful.
We must also be intentional about trust. The level of trust in our work cultures pre-pandemic has been amplified as we have shifted to working from home. Low-trust culture leaders want to see people at their desks to know they are working. High-trust culture leaders have not let “visibility” be a barrier. These leaders don’t need to see people doing their work at their desks to trust they will continue to be productive, collaborate cross-functionally and deliver on their goals.
Letting go of the idea of co-location and other beliefs and assumptions—opening the window to something new—means trusting others more and perhaps trusting yourself more. Ultimately trust is an ongoing process developed in relationships as team members share thinking, come to agreement on decisions and follow through on commitments. The process is the same whether team members are in the office or miles apart. With a shared purpose, a strategic framework that aligns teams, and shared values, the best leaders master ways of engaging and demonstrating their trust in every interaction so everyone knows they are empowered to make and enact decisions for the greatest good.
Are you talking with your team members about how they feel about working from home? You might be surprised at what you learn! Dr. Adam Grant, a professor at the Wharton School, says that while there may be some post-traumatic stress during this period, “post-traumatic growth” may also spur people to realize their inner strengths and find a deeper sense of gratitude.
What are you learning about yourself and your openness to change and growth? What new vision can you glimpse? Is there a higher purpose to achieve from reshaping how we work? Will we give people more flexibility and control over their schedules? Let them travel less and spend more time with children and partners?
Do we need so many conventional offices and large office buildings? Can we reduce our footprint, redeploy our assets and resources, and reinvest the savings in developing people and innovation for our customers?
What level of trust do you need to say goodbye to old beliefs and assumptions and find new and better ways that weren’t possible before?
I hope and pray we adopt at least one new belief: That we are one inter-connected world, one human family. We are local and global citizens. We are vulnerable and interdependent beings. Together we can be mutually successful and bring invigorating and progressive work practices into our organizations for the health and well-being of team members, families, and communities.
Be safe, healthy and open to new possibilities.
With gratitude to all who are caring for those in need and protecting us, and gratitude for each of you and your leadership. We will see this through and emerge on the other side better human beings and better leaders. Our team members are depending on it.
Sherri McArdle is a wife and mother to adult children and has been a business leader/owner for over 25 years. She is also a Master Certified Coach (MCC) to leaders and executives across the country and a trained mediator.
