So, how do we navigate the post-election terrain and steer our teams positively?
Here are ten strategies to consider:
Embrace the rollercoaster, expect big changes: Forget autopilot. The new administration, liberated from the constraints of re-election, will likely be making bold, rapid, even aggressive decisions.
Think agility, think adaptability, think “we’re not in Kansas anymore.” Stay nimble. Stay informed. Stay ready to pivot.
Embrace both empathy and logic. Emotions run high after elections. Some folks are ecstatic, others despondent. Lead with empathy.
Recognize that people on your team may have strong feelings, regardless of where they fall on the political spectrum. Equally important: don’t let emotions cloud your judgment.
Inflation is a logical consequence of economic forces. Recession talk, while influential, is often fueled by emotion. Manage both with a steady, rational hand.
Succession planning 2.0 – It’s not just about age anymore. Remember that impending wave of senior leaders nearing retirement? It just crested. A combination of “enough of this, I’m out” and the traditional “I can finally step aside” crowds are heading for the exits.
Prepare your organization for a potential leadership shuffle. Identify and nurture your future leaders.
Time for succession planning on steroids.
The talent hunt just got real. In a market where everyone is playing musical chairs, standing out is crucial. Invest in your leaders (all levels) and your company culture.
Recruit strategically. Prioritize retention.
Remember that engaged employees are your strongest asset.
Shift into hyperdrive (without burning them out). The pace of change is accelerating. “Sweeping and aggressive” might be an understatement.
Cultivate a sense of urgency within your organization, while being mindful that speed without direction is just chaos. Balance rapid execution with clear communication and support for your team. Focus on accountability.
Help them adapt to the accelerated pace and avoid burnout. Be present.
Innovate or obsolete. Now is the time for bold innovation. Whether it’s efficiency gains, incremental improvements, or disruptive breakthroughs, innovation will be essential for staying in the race.
Encourage experimentation, embrace calculated risks, and create a culture where new ideas can flourish. Well-thought mistakes are huge learning opportunities.
Breakage happens – Ready Plans B and C. With rapid change comes the likelihood of… well, things breaking. Contingency planning isn’t optional now; it’s your lifeline.
Anticipate potential disruptions, develop alternative strategies, and be prepared to pivot quickly when necessary.
Embrace urgency and accountability. Holding people accountable isn’t about being a jerk; it’s about achieving results.
In the post-election whirlwind, clear expectations and consistent follow-through are more critical than ever. Define roles, delegate effectively, and ensure that everyone understands their contribution to the success of the organization.
Manage the influencers. On your team, not on Instagram. The corporate world isn’t immune to political influence. Expect some big players (relationships, support, donations) on your rolls may to try and leverage their connections.
Help them navigate this new landscape with grace and wisdom. Steer them away from knee-jerk reactions, ego-driven decisions, and anything that could be remotely construed as “stupid.”
Remember, this too shall pass. Elections are a cyclical phenomenon. The intensity of the current moment will eventually fade. But that doesn’t mean you can be complacent.
Remember, leadership isn’t necessarily about predicting the future, it’s about navigating it. Stay informed, stay adaptable, and stay laser-focused on leading your team, regardless of who occupies the Oval Office.
Are you tired of hearing the same old gripes around the building? Really annoyed by the whiners and complainers who just seem to never shut up?
Well, do something!
But there’s a catch – you have to do it right, or else you become the poster child for “throwing good money after bad.” Or, my favorite, “No good deed goes unpunished.”
As an executive coach and leadership consultant, I’ve seen myriad leadership teams seemingly stuck in analysis paralysis. You know the drill – discussions, meetings, and reports, ad nauseum.
But zero action. It’s like they’re waiting for the silver bullet to magically appear, while employees are wondering if this comedy show has any adult supervision at all.
Sometimes, you just gotta do something.
Listen, Learn, and Look for the Big Stuff
First things first, you’ve got to know what’s broken. Likely, you’ve got a good idea. You’ve heard it before, can see the signs, you’ve read the tea leaves… whatever.
Now’s not the time to be intentionally obtuse – you know what’s up.
Stop pretending you’re too busy. You’re not.
So, stop and listen. If you have the time, a survey could be a good idea (assuming enough trust exists), or go old school and keep your ear to the ground if a survey isn’t in the cards. Lean on your trusted advisors for guidance.
You’re not looking for nitpicks and minutiae; you want the real stuff – the known reasons for leaving, the memes, the jokes, the elephants in the room.
Listen to those rumblings in the hallway, the whining in the break room, the passive-aggressive comments in meetings, and those outwardly awkward pauses on Zoom calls.
A cautionary note here: Never, ever ask – be it a survey, a town hall, or even a well-intentioned curiosity email – unless you are willing to take some action. Just don’t.
Better to not ask and not do, than to ask and not do. Trust me on this.
Fix What You Can, Address What You Can’t
Now go to work. Focus on low-hanging fruit – the things that can be quickly fixed, like work arrangements or team relationships. Maybe even – heaven forbid – slicing up some of the bureaucratic bullshit permeating the place.
These are the quick wins that don’t require a miracle or a honkin’ big budget.
Improving office spaces, offering some flexibility in schedules, and encouraging all to play well together. These go a long way. Maybe even turn up the thermostat by half a degree. Crazy, I know.
Don’t try to do everything at once; you can’t anyway, and you’ll break something trying. Do some things, test the results, do some more. Prioritize for impact.
But be real, there will be things that can’t be fixed. And that’s okay. Don’t ignore or act like they aren’t real; address them openly and honestly. Explain why they can’t be fixed and what – if anything – you’re doing to mitigate the issue. Transparency is key.
Tell ’em What You Fixed
I see so many leadership teams screw up this part. It’s not enough to ask what needs fixing. It’s not even enough to actually do the fixing. You simply must get just as good at telling people what you have done, and why (hint: it’s because they asked for it).
You’re doing the heavy lifting – may as well get some credit for it. You know you’ll get the blame if it breaks, so get what you can.
“Hey, we fixed the coffee machine in the breakroom since you guys brought it up,” will do more than you know for engagement, morale, and satisfaction. Never kid yourself; little things matter.
I’m serious about this, it’s a regular misstep. Leaders fix a few things, break their arm patting themselves on the back, and go merrily on their way, assuming everyone will just magically know about it.
Newsflash: not how it works.
Follow up and communicate what you’ve done. You took action to address some of their concerns and issues. Don’t shy away from publicity now – take credit for taking action.
Those you lead need to know that you’re listening, that you care (hello, empathy?), and that you’re doing something about the crap they wrestle with.
So, there you have it. Just do something (but do it right!). It’s not rocket science, but it does require some effort and intention. Remember, your team is counting on you to lead, to listen, and to take action. So, what are you waiting for?
You know who I’m talking about, too. Those people who just never seem happy; who always see the negative even when the message is positive; who suspect ulterior motives regardless of act. They are the literal “pain in your neck.”
Personally, I could recommend you just whack ‘em. That’ll please a lot of people working nearby, and you’d be surprised at the immediate effect that would have on other malcontents in the organization.
But then, we wouldn’t need this article, so here we are. You’re stuck with them, or keeping them for some reason, or simply want to help them emerge from their dark hole.
Here are some ways you can deal with these sourpusses:
What attitude? Typically, when you try to address an “attitude,” you get a blank, puzzled stare, and some horse hockey about they “have no idea what you’re talking about.” So, let’s get specific.
Frankly, it’s not the attitude; it’s the observable behavior that’s a problem.
“Sue, I hear you comment or complain every time we roll out a new initiative. Frankly, I want it to stop. Now. Keep it to yourself or go speak with your supervisor. No more vocal whining to others.”
You get the idea. You can determine–and explicitly state–what is and isn’t acceptable in your organization (obvious exceptions to this are harassment, retaliation, SOX disclosures, etc.).
The idea here is not overt heavy-handedness, it’s making sure the workforce isn’t subjected to a constant complainer’s rants.
Proselytizing may help. Try to convert them to your way of thinking. Be direct in your comments and explain why it’s in their best interest to become more positive. Let these folks know that their perceived attitudes (demonstrable, of course) are noticed by others, and certainly affect their ability to succeed in the organization.
In other words, explain the WIIFM: “What’s in it for me.”
“Janet, I want you to be more positive in your interactions with others. Your negativity is noticeable and not much fun to be around. I want to help, so let’s discuss.”
Sometimes, the “next step” may be necessary. “Bill, I need you to behave more positively—in fact, it’s necessary if you want to continue to work here. Smile a bit, be pleasant when asked for help, respond to ‘hellos’ and ‘good mornings.’”
Zero tolerance is the rule. They are called “non-negotiables.”
When you decide to change a malcontent to something more positive, be specific as mentioned above, and then be prepared: you must address each and every “slip” or transgression that deviates from your discussion.
Every single instance.
No letting up, no “letting it slide.” If you do, each time it occurs you’ve “reset” the entire change process. There can be no turning back. If they do well for three weeks then have a relapse, you simply cannot think “well, they’ve done well up until now—let’s see how it plays out.” No, you’ve got to address it.
Immediately.
No try, only do. Master Yoda was right – there’s no credit for saying “I’ll try,” or “make every effort.” There’s only credit for actually doing.
You need a firm commitment from this yahoo that s/he will take immediate, positive action to correct this unacceptable behavior – not that they’ll “do their best to be more positive,” in some vague indeterminate sense.
Make it crystal clear that this is not some esoteric “hope you can do better;” it’s a must-have, a condition for future advancement, opportunities, and yes, maybe even continued employment.
Close ain’t good enough (pardon the grammar transgression, mom). To continue the thinking from 3 & 4 above, this isn’t hand grenades or horseshoes.
Even when this person is trying, you must be diligent. They’ve got to nail it down correctly. Coming close, even if well-intentioned, won’t work here.
Remember, you could have simply tolerated the behavior as we had been doing; you chose, instead, to attempt to change it.
You must stay the course, and you must be crystal clear.
Close isn’t good enough.
Inspect what you expect. Follow-up, diligently and repeatedly.
This person needs to know that you aren’t simply “having a nice discussion.” We are discussing performance-related behaviors, we expect them to change to reach an acceptable standard, and we intend–as with any good performance management effort–to follow-up to ensure those changes are implemented.
In other words, “I’ll be watching…”
This is important, for a couple of reasons: First, this employee needs to know – really, personally understand – that your expectations are for immediate, positive performance improvement.
No better way to demonstrate that than being around to see it.
Second, you may actually “catch them” doing something right, in which case, that’s a super time for a little positive reinforcement (see proselytizing above).
Never let ‘em see you sweat. Don’t get mad, upset, frustrated or annoyed. Treat as you would any other aspect of an employee’s performance.
You’ve done nothing wrong—don’t feel bad or guilty, and never assume ownership of someone’s employment conditions when they have the power to change and control those conditions.
Remember, this too shall pass.
Malcontents generally know they aren’t the most pleasant people in the world; they typically, however, feel somewhat justified in their actions, and certainly don’t always realize the extent of their behavior.
And those who do generally succeed in being “difficult to talk to,” so their behavior goes unchecked.
So, don’t get mad, just make them change.
And remember that Grace and Accountability can coexist.
Leading a team, especially at senior levels, can feel like navigating a minefield. Every word and action is scrutinized, and the slightest misstep can make the 6 o’clock news.
Or a ubiquitous all-employee email.
You can control more of that than you may realize. Just be more intentional about what you’re doing.
Think first, act second. Repeat as often as necessary to drill it into that thick head we have attached atop our shoulders. Keep this simple, as in our article on Occam’s Razor. Some specifics:
Stay above the fray.
A hallmark of all truly successful leaders is their ability to be, well, different. In a good way. Don’t feel like you need to be involved in all things. You don’t, and there are many times where, simply, you shouldn’t.
Don’t allow someone to drag you down to a mud-fight, even if you know you’re right.
(1) Choose Words Carefully. As mentioned above, every word will be washed through myriad bullshit detectors, and many of those are intent on finding a misstep, a misspeak, or a simple mistake.
Choose those words carefully and provide your definitions for words or phrases that can be easily misconstrued. E.g., if we really need to work hard this year, it doesn’t mean we weren’t working hard last year.
That sort of thing can take months to sort out and smooth over.
It’s sorta like being a rock star but without the entourage or drugs. So, choose your words like you’re picking out a wine for dinner – deliberate and with an eye on the good stuff.
(2) You don’t have to join every argument you’re invited to.Just because someone – anyone – invites you to a verbal duel doesn’t mean you need to grab your sword and shield.
Engaging in every disagreement is a fool’s errand and knocks your credibility down a peg or two. You’re the leader, not a gladiator, and you can’t be forced to fight.
Gracefully decline most battles – they are simply not worth your time or effort.
(3) Emotions are a Sprint; Logic is a Slow Walker.
Count to ten… let the email sit until the morning… walk away for now… take a deep breath…
All are solid thoughts when considering an emotional response. We usually remember it “just after the nick of time.”
Emotions come to the forefront immediately, while logic takes a slow, deliberate stroll, carefully working its way to our brain.
For example: at our house, we have two dogs. One (Pippa) is a wiry, slim and high-strung animal, the other (Riley) a bit, shall we say, “bigger.” The vet, when we asked about his weight, said, “Well, he is a bit round.”
Riley goes everywhere that Pippa goes, just slower. But he gets there.
Like knee-jerk emotional reactions in leadership that seldom serve us well.
Just wait for logic. It’s coming.
Like the fat dog, it’s coming.
(4) Learn to Delete, Ignore, Smile, and Stare. In the digital age, the temptations are many – that snarky email, that provocative comment. Learn the art of the strategic delete, the power of simply ignoring, even the mystical-but-ever-so-effective smile, blink, and stare.
Delete everything not worth your mental bandwidth. Ignore the idiots. Smile warmly, blink in surprise, followed by the “WTF stare” instead of getting angry.
Your sanity – and credibility – will thank you.
The takeaway: Stay at your level.
Remain calm, choose your battles wisely (and sparingly), and speak with purpose. Be the example, as people are always watching.
Do this well and you might just avoid becoming the next boss meme.
Remember that grace and accountability can coexist.
Ok, so I just threw in the WTF to see if you were paying attention.
Sort of. Maybe. I mean, there is some application here.
So, what’s the answer? Do we absolutely work from home if at all possible? Come fill an office that we are still paying for? Work from Starbucks? From the beach? (this is why the WTF reference isn’t entirely unreasonable)
From my way of thinking, the answer is “yes.”
And “no.”
And mostly, “It depends.”
The real issue is Trust. Employees seem to believe that managers are over-controlling ogres wanting to keep their thumbs on everybody at the office by keeping everyone within eyesight. Bosses apparently believe that Work From Home is a euphemism for work out, do the dishes and walk the dog.
Next come the studies and research, all appropriately biased for their viewing public.
Then, like political ideology, both “sides” dig in their heels. That, sports fans, is the crux of the problem.
The effort here doesn’t have to be this win-lose, zero-sum game of chicken. It really doesn’t.
Let’s have less focus on WHERE work can best be done, and more on HOW work can be done best.
After all, that’s what we all say we want from our respective views on this, right? The best way to get things done for all concerned?
Some tasks seem custom-made for remote or working at home. Solo brain work, research, front-of-computer interactions with little need for collaborative or external discussions…
Others feel like an in-office appearance may be better: innovative brainstorming, real time problem solving with disparate entities, creating the foundation for a collaborating team…
Both can coexist. Instead of slugging it out over which location is better, realize first that a hybrid creation may actually benefit all – managers, employees, even the organization. Work through the issues and challenges professionally, keeping your mind open all the while.
So, focus on hybrid first, as that gives us choices. Then allow the discussion and decisions to follow their logical course to help arrive at location.
The result should be a complete conversation before ever addressing the location.
More on this in future articles (feel free to email me with thoughts/opinions).
