Focal Leadership

Leadership

3 Reasons to be a Passionate and Patient Leader

By

yin yang

Being a passionate and patient leader embodies a combination of virtues that demonstrate a very powerful style of leadership. Taking each of these virtues to the extreme, with the exclusion of other complementary attributes, could have damaging outcomes. Just demonstrating passion can mean being overly excited, over-powering, or having a disregard for others. Just being patient can mean being slow, unfocused, or lacking drive. Here are three reasons why passion and patience are such good companions.

  1. Be intentional about both

    Leadership is never about just one style, one approach, or one dominant behavior. It is about different attributes working together. Emphasizing these behaviors at different times and being intentional about practicing them in the moment. For example, passion is so important when people need to see a vision, need inspiring, and motivating. Patience is so important when people need to be listened to, understood, or change is not immediately evident.

A passionate and patient leader can balance these attributes in a skillful way to demonstrate energy and drive while simultaneously showing the capacity to engage, listen, and wait for others to get on board. An agile leader can show more passionate leadership when the need is to enthuse and inspire, while practicing patient leadership when the need is to help others understand implications or when events need to align before progress can be made. Great leadership is being able to consciously flex styles and not to be overcome by personal impulse or preference, nor to be swayed inappropriately by external events.

  • Increase your emotional intelligence

    Being emotionally intelligent is to understand your own emotions and their impact on others, and also to understand how your own emotions are influenced by those around you. Where this plays into passionate and patient leadership is to grow a personal level of emotional intelligence and understanding that consciously impacts behavior. For example, if a leader knows that they are particularly passionate, then knowing whether to let this come across full-bore or to moderate it is an emotionally intelligent state. Alternatively, a particularly patient leader will know when to raise the pace and move the agenda forward rather than slip into procrastination or indecision.

    Others may want a leader to be more passionate or patient at any given time. Reading the situation and understanding the source of this insistence is also how an emotionally intelligent leader decides whether to adjust their style or not. Passionate people may wish for a passionate leader. The same goes for patient people. But wholeheartedly passionate or patient people may need a leader with different attributes to get the best from them.

  • Be future-focused and present-conscious

    Agile leaders can often plan to adapt their levels of passion and patience depending on the circumstances. For example, if a leader is giving a presentation about future vision, a passionate description of the future might need to be accompanied with a more patient representation of timeline expectations. Or a patient conversation with an underperforming employee might need to be accompanied with a passionate commitment to their development and confidence in their ability to deliver better performance.

    Mindfully developing a passionate as well as a patient response to circumstances is the mark of a leader who understands that leadership is not just being in the moment, but who also understands the impact their leadership has on future engagement and commitment.

Passion and patience are just two leadership attributes. Comparing and contrasting them in the manner above demonstrates how leaders need to flex behavior to be at their best. During the Covid-19 pandemic, both passion and patience are essential leadership attributes – passion to bring energy in finding ways through current difficulties, and patience to lead those who are inundated by circumstances beyond their control.

3 ways organizations are investing in people not buildings

By

Investing in people not buildings has never been more pertinent than the present fall-out of the Covid-19 pandemic. Not only have office buildings been less accessible due to shut-downs, travel restrictions, and hygiene concerns, but virtual working has proved more effective than many would have dared to anticipate. Very large companies, as well as many small to medium size ones, have chosen to extend some virtual working arrangements for employees indefinitely. Many are re-evaluating their commercial real estate portfolio and creating strategies which have a much greater component of virtual working. The main reasons for this being (a) virtual working can be effective, (b) technology has enabled more virtual working, and (c) virtual employees can obviously be located anywhere with reduced overheads.

The three examples below highlight how companies are investing in people not buildings:

  1. Build your talent pool

    The pandemic has resulted in significant job losses across the world. Not in every industry, but some sectors have been very badly hit. Taking decisions to rationalize the workforce, retaining those who have most potential to win back business, and investing in employee development for remote working, are all strategies that companies are investing in. Organizations should always have a lean employee population, all of whom add definable value to current and future successful performance.

    Corporations have had to make tough decisions about lay-offs and furloughs. While many of these decisions have accompanying stressful personal implications, they are primarily made with survival and organizational health in mind. With the increasing effectiveness of virtual working, the reduction in employees can be mirrored by a smart real estate strategy. This is sometimes not achievable swiftly, mainly because of lease clauses or just because disposing of real estate is very difficult in the current climate. But organizations can and should be shifting the balance of cost from real estate to value-adding employees wherever possible.

  2. Cost effective & flexible

    Not every role is possible to carry out remotely. But many are. The cost of engaging remote employees is more attractive than providing office space for them. I would add that managing remote employees requires a specific skillset that is different to office-based supervision. Managers need to be much more proactive in connecting with their team members, ensuring they have the right skills and training for remote working, establishing networks and collaborative opportunities, and proactively engaging employees who are experiencing remote working challenges in abundance.

    Hiring remote workers provides a great deal of flexibility in building the skill-base of any organization. Re-imagining compensation options for remote workers is also an opportunity to change things up, e.g. they do not need commuting assistance, or staff restaurants. But considering how remote employees access stationery, copying, and office furniture for home use, all provide an opportunity for HR departments to use their imagination. There is also the significant reduction in the cost of services (electricity, etc.) for organizations who reduce their real estate footprint.

  3. Fuel your strategy

    People strategy should never just be a short-term reaction to an external event. The opportunity for more strategic planning with an increasingly remote workforce means that a more inventive people strategy can be considered. The overheads of investing in buildings can be replaced by the investing in people. Not only from a skills perspective, but from a resource type and location perspective. Strategically, is it better to consider a more flexible mix of permanent, interim, contract, consulting, and on-shore/off-shore resources?

    The presence of global pandemics can only fuel the advance of AI and other forms of automated services/manufacturing. But some industries rely heavily on buildings in which to build products, hold inventory, or deliver services. For jobs that do not require presence in a building provided by the employer, remote working opens up many diverse strategic possibilities.

Investing in people not buildings is smart. But a world without buildings which house corporate employees is hard to imagine. I also do not know if the world-at-large is ready for the wholesale psychological impact of permanent remote working at scale. But if you are looking to buy or renovate a house, make sure you have a home office!

Leading Change in Yourself

By

Leading Change is a hot topic. Given the present pandemic, change is not an option. One of the biggest challenges is leading change in yourself. The pandemic has thrown so many curve balls that require us to change, but how about the changes that require personal leadership and not just a response?

What do I mean by this? Some people are pre-disposed to adapting and flexing without any discomfort. Others struggle. Some people are ok being led through change and others enjoy the challenge of leading others. But a lot of stress is caused when people feel that they are constantly reacting to the circumstances around them. Being able to lead yourself through change is a disposition that many are experiencing, yearning for, or simply bereft of. Anticipating that change is a constant, developing chameleon-like behaviors, and retaining serene mindfulness, are adaptive ways of leading change in yourself.

When I first learned to drive, I remember being told by a policeman friend of mine, “steer into the apex of the bend and accelerate out of it”. This driving technique seems to make sense to me. In the same way, if you can intentionally anticipate the upcoming changes of direction, position yourself appropriately, and purposefully invest your energy in the new direction, this seems to be a great way of leading change in yourself. Let us take these one at a time:

Anticipate the upcoming changes of direction

Anticipation can be a quick reflex, or it can be a deliberate plan. Leading yourself requires more of the latter and less of the former. If we are always playing catch up, then we are being led by change rather than leading ourselves through it. If, however, we reflect, research, and resolve to meet the upcoming changes with a positive mindset, we get ahead of the need to just react. Anticipation is an acceptance of the inevitable differences to the status quo. Getting prepared, planning for new solutions, and learning adaptive behaviors, will help you anticipate change. You have heard the phrase “being able to see round corners” … well how about “being the change that lies around the corner”.

Position yourself appropriately

If you do not position your car on the outside of your lane before you steer into the curve, then the curve will be much more difficult to steer around … and you will have to slow down much more. But if you anticipate what is ahead of you, your efficiency and trajectory will be much better. So, positioning yourself for the changes that life, business, and society hold in this current environment will determine how effectively you lead yourself through change. Positioning yourself appropriately implies a change. Communicate differently, work differently, and ideate differently, are all essential to lead through change. You must shift your alignment to the change – be its master, be in control, be ready for it.

Purposefully invest your energy in the new direction

Some people have a victim complex. They are the afflicted ones. Whereas those who lead change in themselves are the opportunists and optimists. Around the corner of our current predicament is a different life. It is hard to imagine that this is the last pandemic we will ever face – and I am trying not to be a doomsday prophet. New opportunities are presenting themselves, the seedbed for innovation has never been more fertile, and the future beckons. When you emerge from the apex of the curve, a new horizon presents itself. Clear vision is restored. We will get through the current pandemic crisis, and there will no doubt be many that have suffered along the way. There will also be those who feel a sense of excitement. Not only of old things returning to normal, but of new vistas. History teaches us that disasters are painful, and they are also accelerants for change. Leading change in yourself will allow you to reflect on the hardships we are all experiencing and also to be authentic in hope.

As we all journey through this time of immense challenge and turmoil, leading change in yourself is an opportunity to build strength, succor, and sustainability to our world.

Can virtual classroom learning be as effective as in-person?

By

virtual learning

Virtual classroom learning is going through the roof during these times of social distancing, restricted travel, and working from home. So, is it as effective as in-person learning? Why don’t we switch to this modality entirely? Afterall, it saves money, time, and facilities.

Inevitably with a topic like this there are those who will argue strongly on both sides of the question. I try to adopt a position of reasonableness and pragmatism, not underestimating the fact that seismic events such as the one we are now experiencing can change the paradigm.

Let’s examine the “Yes” answer to the question.

A lot of the impact of virtual classroom learning is dependent on the artistry and instructional design of the solution. Tools such as Adobe Connect and Zoom provide excellent platforms. But the existence of a good tool does not guarantee a great learner experience. A lot of thought needs to be given to the interactivity of the learning in order to not only keep the learner engaged, but to ensure that learning takes place. A challenge for all learning and development is, “does it add value and make a difference?” If it doesn’t, why spend money on it!

Great learning solution design is essential. It is also vital that virtual learning integrates elements of application – much the same as in-person learning. So, including actual learner experiences and examples is important for relevance, as well as creating a bridge to apply the learning directly to work and behavior change. For example, pre-learning might include learner analysis of how current performance is delivered and measured. The learning program can then overlay principles and models that outline best practice. The learner can appraise present state against a desired state by applying learning principle taught in the virtual classroom. This can then translate into an actionable plan on return to the workplace.

One of the biggest questions raised with virtual learning is “what about behavioral-based learning?” I would argue that virtual experiences can still impact behavioral change. Engaging the learner through virtual break-out discussions, reflection, assessments, and action planning, all help with this. Accompanying any virtual classroom experience with feedback, coaching, manager check-in, and strong application opportunities, can only strengthen the opportunity for behavioral change. Of course, this change to behaviors requires personal accountability, and this can often be supported if virtual learning programs have more than one module. Multiple modules can facilitate practice and report backs.

So, what about the “No” arguments.

Despite the skills and ingenuity of virtual content designers, as well as the charisma and professionalism of facilitators, there will always be arguments as to why virtual learning doesn’t deliver the impact of in-person learning. I would prefix the argument by “it depends on the learning.” There is no doubt that skills and knowledge transfer can be accomplished virtually. I also know that behavioral change can be stimulated using virtual learning, if the support mechanisms are implemented as mentioned in the last paragraph of the “Yes” argument.

There are some in-person learning experiences that are however difficult to replicate in a virtual way. For example, programs that include high levels of senior leader interaction, simulations, practice, project collaboration, and experiential or immersive activities. Each of these on their own can be done in a virtual way, but there are inevitable compromises in the depth and concentration of the experience. Asking people to learn through their laptop screens for hours on end, regardless of the mix of virtual experiences, is different to the diversity of focal lengths and interactive experiences they experience in-person.

The type and temperament of individuals who learn well virtually also plays a role. Some people may not find they can be as expressive as they would like, or their interactions are more transactional. Of course, the reverse might be true for those who find in-person learning a challenge to their introverted nature. Either way, virtual learning changes the dynamics of human interaction purely because it is through an electronic medium.

It may be that our world is changing irreversibly through current events. It is almost inevitable that the demand for virtual learning will increase, as will the skill levels at designing and delivering it. Can virtual classroom learning be as effective as in-person? Yes and No. That’s the ambiguous and changing world we live in.

5 strategies for being your best during a crisis

By

super woman

Many people are sharing great words of advice for coping in our current circumstances and I’d like to share 5 strategies for being your best during a crisis.

  1. Reinvent yourself

    Of all the times in recent history, now is the moment to reinvent yourself. That doesn’t mean trashing everything you’re good at but facing up to the reality that the world around is evolving at an accelerated pace right now. Clients will realize that virtual meetings can be as effective as face-to-face ones, virtual training and webinars do add value, high quality take-out meals are in demand, etc. Reaching people and connecting with them is going to be different now and will be more different in the future. Become an expert in using interactive online meeting portals, learn new skills for a more virtual world, or maybe even consider a career shift so that you can be more relevant and impactful. Whatever your profession, conduct a reflective inventory as to how you can reinvent yourself … not just for a more virtual world, but for when we return to a semblance of normality and you can be a better version of yourself.

  2. Be a voice of reason

    It’s intriguing to see how polarized opinions become in times of crisis. “This will last for two years”, compared with “it’ll blow over before you know it”. “Stock up with a month of groceries”, compared with “I go out every two days and buy what I need”. “Find a way of meeting up virtually”, compared with “how can we twist the advice to meet up in small groups and just sit further away”.  And the political blame game continues. If you can, control your impulses and be a voice of reason, reasonableness, and responsibility. Don’t jump on extreme opinions, don’t argue, and don’t get drawn into taking sides. Be a moderate in times of extremism, be a collaborator in times of differences, and try to add humor wherever you can.

  3. Be purposeful

    You may or may not be impacted significantly by the current crisis. You may be fortunate enough to have a job which continues to roll along or even ramp up in these times. But many are facing a loss of work, or at least a significant downturn. We are already seeing marriage troubles increasing as stress levels mount, investors panicking, and parents struggling to work at home (if they can) with their kids suffering cabin-fever. One of the most important strategies you can embrace at this time is to build purpose into each day. Create a structure to your waking hours, fill it with meaningful activity, and beware the enemies of laziness and depression. Exercise every day, cook meals, be creative, and let your deep sense of purpose express itself … i.e. reflect on who you are, your talents, your values, and your passions, and let these shape your world more than ever.

  4. Seize the day

    What can you do now that you would otherwise have had no time to do? Maybe clear up your office, get a head start on cleaning up your yard, connect with your network proactively, use your time to think creatively, design, and develop new products. Grow your own skills by taking time to learn. There are so many opportunities that this crisis presents. Indeed, when business gets back to “normal”, the time you have now will evaporate sooner than you know. You may well be so max’ed out because everyone will be on catch-up, that you rue the day when you had time to add value but didn’t take advantage of it. So, seize the day and the unique opportunities it presents.

  5. Make the world a better place

    You can either hunker down or hustle. You can bemoan your lot or reach out to others whose lot is worse than yours. You can wait for people to contact you or you can be the one who takes the initiative. You can make the world a better place during these troubled times. You can be the friend who connects, you can be the one who take responsibility for overcoming restrictions and finding virtual ways to connect, and you can be the one who brings light into other people’s world. Write someone a letter and mail it, take a photo and share it, offer insight and bring it … all of these add value to the world around you. Take a moment to make someone else’s day brighter.

Now isn’t the time to pontificate or being a smart ***, but it is the time to be the best human being you can be!