Lead through rapid change with calm clarity.
When he started work that week, “Aaron” didn’t know that he’d be asked to guide his team through a Coronavirus response, but within just a few days the situation was urgent. Major clients were making changes quickly. Like many leaders throughout the world, Aaron found himself having to lead through rapid change.
We happened to be in his office that morning as Aaron brought together his leadership team to communicate the next steps. We watched as he gracefully led his team through the day’s urgent situation. The entire office worked with clarity, focus, and resolve. The same principles Aaron used to lead through rapid change will work for you.
As you and your team respond to the rapidly evolving realities of this problem (or the next one):
1. Over-communicate clear, precise actions.
Aaron’s first message was very clear: “We need to call every client, ask them this question … and give them this information.”
Keep it simple. Check for understanding and be ready to repeat what matters most—frequently. When your people are worried and stressed themselves, communication is more challenging. Even with this seemingly straightforward request, there were several questions.
Aaron patiently and confidently reiterated the task: “A phone call to every client. Voice to voice communication is our MIT (Most Important Thing) here. If we can’t do that, we’ll use email for a backup. But #1, #2, and #3 is a phone call. Ask them this … tell them this …”
Focus on clear, concise communication that leaves no doubt about who will do what and by when.
2. Acknowledge emotion.
Ignoring emotions doesn’t make them go away. In fact, it makes them stronger. When you have to lead through rapid change and stressful circumstances, acknowledge how everyone feels.
Aaron looked at his team and said, “I know this is scary and there are a lot of things we don’t know. We have a plan for today. If anyone needs to talk with me individually, I’m here.”
If you’re not sure, you can also take a moment to ask how everyone is feeling. Acknowledge their emotions e.g. “It’s normal to feel nervous or upset in times like this.”
3. Focus on what you do know and what you can do.
Clarity is the antidote to uncertainty.
You don’t have to know everything. Focus on what you do know, on the next steps, on what needs to happen next, and the process going forward. You may not know what will happen or what decisions will be, but you can be 100% clear about what you know and what you will do next.
4. Communicate your confidence.
One of our favorite parts of this meeting was when Aaron told his team, “I know there’s a lot going on and this is on top of all the other things we’ve normally got to take care of—and I know you’re up to it. If you need help, I’m here.”
Your belief in your people becomes their confidence in themselves.
Next, Aaron shared an analogy that he’d learned from a mentor:
As a leader, you’re like a flight attendant during turbulence. When the plane shakes in the air, everyone looks at that flight attendant. If they’re joking or reading on their phone, everyone relaxes. If they’re upset, everyone panics. Your job today is to be that calm flight attendant for your team.
In talking with Aaron, he had his own concerns, but he modeled this “be the flight attendant” approach beautifully. Your team will take their cue from you.
5. Address concerns.
Aaron then took questions from his team. Some involved the work, some focused on personal concerns, and internal company procedures and response. Where he had information, he shared it. Where plans were being developed, he was clear about the process and that how he would inform everyone when the time came. When concerns were more personal, he met with those team members individually.
When you have to lead through rapid change or stressful circumstances, you often don’t know what you’ll show up to—but as a leader you always choose how you’ll show up. Your team needs you to be clear, calm, focused, and connected.
You don’t know what you’ll show up to, but you choose how you’ll show up.