LEADERSHIP
How Great Leaders Prioritize Emotional Functions During Times of Crisis
Lead by example.
Times of high stress increases the reliance on business leaders. They’re expected to perform their normal role under a cloud of uncertainty brought on by a crisis.
Leaders must manage their own work-life challenges too while staying in tune with the needs of their people in a rapidly changing world.
Mental health issues that front line workers are experiencing is on the rise. So on top of their mounting responsibilities leaders must also recognize when an employee(s) needs help.
It seems like a lot. Right? … That’s because it is.
People cannot lead effectively if they’re struggling.
Leaders have to take care of their own needs. They must put their own oxygen mask on first. In doing so they demonstrate self-care to their employees.
Great leaders are not only aware of this but demonstrate it. This article will discuss three key areas for leaders during a crisis.
№1 — Promote Balance
Leaders must support the work-life balance of their employees. One way they can do this by eliminating the undue burden of non-critical projects or introduce flexible deadlines.
Prioritizing important tasks relegates irrelevant tasks.
Leaders must also discourage newly dispersed remote workers from feeling that they have to be ‘always on’. If a personal matter arises or a child or family member is sick, work should be secondary.
Home-based caretaker employees perform better and have a higher level of wellbeing when family matters are factored into company policies.
“Three hours longer, the pandemic workday has obliterated work-life balance” — (Davis et al, 2020)
Leading with empathy while promoting flexibility, demonstrates that balance, health, and well-being are a priority.
№2— Be a Role Model
Role modeling is about what you do more than what you say. A leader's behavior, non-verbal advice guide others to integrate work with personal obligations, promoting self-care in the process.
Leaders should always lead by example. Some effective behaviors include:
- Ensure you stay up-to-date with anything that could impact your team and communicate where relevant.
- Promote and recommend wellness resources available to employees. Regularly remind your team about these resources. Even discuss options and progress in meetings or during one-to-one discussions.
- Set boundaries for working hours, and share family obligations. Most importantly, adhere to these boundaries and encourage your team to do the same.
- Use your annual leave. Let your team know that time off is important.
Just be human. Show your team that it's okay to have a life outside work, or even during work in lockdown.
№3— Don't be a Robot
Emotional wellbeing involves letting employees know that you care about them. That you value their entire wellbeing. Great leaders make sure that employees feel comfortable talking about non-work related issues.
Employees are not robots.
All leaders should show employees that they are sensitive to the implications that the pandemic is having on their lives and emotional wellbeing.
Some support techniques include:
- Be aware that some employees have more demands on their time. Great leaders ask to understand rather than assume that everyone is equal.
- Offer comfort, support while being aware of early warning signs. Distress can manifest in withdrawal or a dip performance. Know your team and help those who need it.
- Check-in with employees who live alone, don’t wait for them to reach out. Encourage colleagues to connect with each other too. Or better, make employee time each day where colleagues have an hour to speak to others, work-related or not.
- At every opportunity reinforce your availability and a sympathetic ear to help where you can. Maintain a virtual open-door policy so anyone can reach out to talk.
Sometimes its better to shut-up and listen rather than dictate tasks and track every minute of the day, unless your aim is to create a breeding ground of distrust.
Final Thoughts
Leadership is a pandemic. Prolonged stress influences the way we behave. It impairs our ability to perform. It’s a gateway to depression.
Cool-headed leaders can suddenly feel dazed when unrelenting stress is the daily norm. But at times it can be self-imposed.
Expectations
High performing teams that consistently meet deadlines, delivering high-quality work on time, every time, maybe less predictable now. That’s okay.
This can cause stress in leaders. So change your expectations. Now is not the time for a “tough love” mentality. What’s important is to make sure that your team is functioning well and healthy. That must be your immediate concern.
Self-care is the one vaccine that can defend you, the leader, from stress.
Support
Emotional and social support are key ingredients to help workers alleviate stress and adjust to new work-life expectations.
The same holds true for leaders.
Underpinned by self-care a great leader’s role modeling skills will shine through, enhancing emotional support and genuine concern for others.
Being a great leader starts with you.
