Today I would like to talk to you about the third of the Ps when it comes to engaging and connecting with our remote based teams at the moment. The third of those Ps builds on purpose and the process, which I've talked about on previous videos, and this one is about considering the needs of people.
It's really important that we take the time to slow down a little bit and think about what are the needs and what are people going through currently and we start to dial up the empathy to really connect and understand what people are thinking.
So when it comes to reaching out virtually and connecting with your teams each week, whether are you doing that at the start or the end or daily, it's important that you recognise that people are experiencing different emotions and if you can dial up the empathy then you would be in a much better place to recognise where you might be better off picking up with people on a one-to-one.
When it gets to engaging with them as a team you're more likely to get more out of that team call if you are balancing it with a variety of one to ones where needed.
What I want to try and get across when we think about people and how we engage with them remotely, is there's a real need for us to dial-up our humility because at the moment people are going through very challenging circumstances, but everyone is different and if we dial up our humility it means that when we are communicating, we are more likely to be communicating with a little bit more patience and a little bit more understanding. If we can really dial-up the humility and demonstrate more patience and understanding, then people are going to feel a little bit less under pressure.
What they are going through is absolutely normal and you as a leader and manager are probably going through some of these reactions as well. So if we dial up the humility we'll have more patience, we will have more understanding.
Another area that's really important is to be transparent in your communication, because people aren't stupid and we human beings and we need a little bit more honesty and transparency in terms of what we are communicating.
We need to treat people like adults not children and if we can do that then we are more likely to have a little bit more trust in you as a leader, as a manager, but also in the business. If we can get more trust then there's a better chance that people are going to deal with some of the emotions that they are experiencing at the moment.
The most challenging reactions that people will encounter, as they go through change, is one of shock. Which people have probably been experiencing and over the last 3 or 4 weeks, but then there's the anxiety, sometimes we can have a little bit of selfishness that might kick in and that's normal, and that's fine, and then there's guilt.
Some people may feel guilt in terms of their circumstances compared to other peoples. Then there's anger. Now all of these reactions can demonstrate a variety of behaviours and it's important that when we are working with our teams, who are experiencing these reactions, that we take the time to understand and listen because we won't have the answers. We don't even know when we are going to come out of the lockdown, so we don't really know what that picture, that future picture, looks like at the moment
What people need is their leader and their manager to listen and they need their leader and their manager to have patience.