The ongoing crisis has thrust unprecedented challenges upon us—uncertainty, complexity, and stress—driving a sudden shift to indefinite teleworking without adequate preparation. This abrupt change erodes familiar structures, blurs work-life boundaries, reshapes manager-employee dynamics, and prompts a reevaluation of priorities and purpose.
As a seasoned manager, reclaiming your leadership role requires vigilance across these 5 key axes:
- Prioritize self-management before guiding your team. Recognize your mindset and its potential impact on your actions—essential for effective leadership in turbulent times.
Ask yourself: What narratives am I constructing about this situation? Am I fixated on 'doom and gloom,' demands to 'be strong,' or perfectionism like 'do it fast and flawlessly'? Have I assessed the risks of these thoughts, such as micromanaging or withholding delegation? These can seep into your interactions, potentially harming your team. Cultivate perspective by embracing the situation's complexity—seek support if needed. In essence: Care for yourself to better care for others.
- Reestablish a secure framework by redefining organization.
Collaborate to reassign roles, reprioritize tasks, and provide clear vision. Jointly identify top-priority projects and communicate the new structure. When core activities stall, innovate: assign training, benchmarking, or forward-planning tasks. Define flexible schedules, especially for parents, and spot those struggling with work-life separation to help them structure their days.
- Remote leadership thrives on maintaining connections and rebuilding trust through:
- Creating expression spaces: Offer optional one-on-ones, team discussions, collaborative work, and casual moments to share personal contexts like family life.
- Fostering feedback loops and celebrating wins to boost confidence amid self-doubt.
- Innovating virtual socializing, such as 'coffee breaks' or happy hours.
- Providing predictable availability.
- Using shared channels (e.g., WhatsApp) for professional and lighthearted exchanges.
- Foster sustainable engagement by:
- Articulating vision, purpose, goals, and contributions.
- Embracing objectives-based management—participatory, delegative, autonomy-focused—shifting from surveillance to support during challenges.
- Tailoring to individual motivations and sensitivities.
- Proactively mitigate psychosocial risks with targeted actions:
- Amplify protective factors like recognition and autonomy; adapt your style per person—reassure, motivate, de-escalate.
- Spot vulnerabilities: burnout (over-investors, team-oriented perfectionists), bore-out, or brown-out (feelings of uselessness or purposelessness) for personalized support.
- Recognize distress signals and guide to resources: occupational health teleconsults, nurses, psychologists, or platforms.
