The immediate crisis is over. And although you are still rapidly recovering revenue and rebuilding operations, you now need to bring greater stability to the organization.
Your team’s quick response to meet the crisis is to be celebrated. But the approach will not work well in this next stage of change.
This means your team needs to change the way they operate. And given the different business landscape, the way we used to operate will no longer work.
It’s a different world – and we must work differently together.
So, if you are expecting your team will simply “fall back into place and get back to work,” think again. A lack of intentional rebuilding on your part will result in confusion, misalignment, conflict and a great potential to lose top talent.
Your team must reinvent itself at this point in order to perform effectively.
Where do you begin?
1. Look back to move forward.
Bring closure to this period by celebrating the successes of the team in having moved through the immediate crisis. Set some thoughtful time aside for this and make sure you invite the team to give their input. Talk about what the experience was like for them, what they needed to shift or change in order to get the work done. What did they learn?
2. Chart a purposeful path forward.
Recognize that as a team and organization, you cannot pull back. Much change occurred during the immediate crisis. People were asked to stretch, do differently, products and services were delivered in different ways, much more. As you chart a purposeful path forward, what needs to be examined? Incorporated? Altered?
3. Set the operational pace.
Restate the organizational vision to shift the team lens to the long-term. Then, roll back to the short term, asking what this means – what the focus should be – for the next 3-6-12 months, How can the learnings you discussed be incorporated?
4. Charter how you will operate together from this point.
Articulate who you are as a team. What do you know about your abilities and potential? How can you put this to use, and how will you align and coordinate your decision-making as you set out onto the new landscape together? How will you measure success? Handle critical communications? Accountability?
5. Lead with resolve.
Because uncertainty is now part of the norm, keep your eyes on vision, knowing that strategies and initiatives may change in order to reach it. Consider how you as a team will adopt an explorer’s mindset as part of your culture. Remember how, together, you weathered the last storm and weave this into your group narrative. Use this as a tether in future tough times as a reminder that as a team, you faced the seeming insurmountable and rose victorious.
If you are intentional with these steps as part of your organizational transition, you will reap the benefit of stronger commitment and engagement on the part of your team. Once you do this, encourage each of the team members to replicate this process through the organization with their own teams.
To your success!
© Patti Cotton and patticotton.com. All rights reserved. Unauthorized use and/or duplication of this material without express written permission from the author is strictly prohibited. Excerpts and links may be used, provided that attribution is made to Patti Cotton and patticotton.com, with links thereto.
Patti Cotton helps executives optimize their effectiveness in leading self, others, and the enterprise. Her areas of focus include confidence, leadership style, executive presence, effective communication, succession planning, and masterful execution. With over 25 years of leadership experience, both stateside and abroad, Patti works with individuals, teams, and organizations across industries, providing executive consulting, leadership development, succession planning, change management, and conflict resolution. She is also an experienced Fortune 500 speaker. For more information on how Patti Cotton can help you and your organization, click here.