I was scrolling through LinkedIn one day and saw an individual’s post sharing the phrase “next normal” versus “new normal.” As many transition back to work, we must recognize it will not be the same as we knew before. This transition creates an additional challenge for leaders. 
If you are the top leader in an organization chances are you are a goal oriented and have a lean toward action. Not only that, but many of your key leaders may have similar tendencies expressed through their personal styles. Allow me to share a few ideas to keep top of mind as team members transition back into an environment different than what they left.
Flexibility
The present circumstances have provided an opportunity for leaders to grow in this area. Another word for this idea is resilience or the ability to adapt and adjust to change which is a daily occurrence right now. The next change element will involve re-engaging those they lead as the next normal is introduced.
During this transition leaders must create an atmosphere of resilience. Dr. Kathleen Smith suggests1:
“The most resilient people see change as an opportunity rather than a monster to fear.”
In order to create an atmosphere of resilience leaders can begin to engage in the next two practices.
Boundaries
Effective leadership has always required clear expectations. During transition these expectations need to be expressed as clearly as possible. Here are a couple expectations to consider:
What are your expectations of workflow? Clearly defining the outcome you want from those you lead will create a clear boundary and eliminate unnecessary ambiguity. In times of transition clarity provides security. Complete clarity may not be possible but providing as much as possible with appropriate transparency when there is ambiguity will help any anxious team members.
What are your physical attendance expectations? If you have clarified the outcomes you desire this will help establish team expectations related to their time on-site versus virtually or other work force standards.
Communication
I realize this one should be obvious for any leader, but the reminder may be necessary. While leading in a time of constant change urgent matters receive the greatest attention. As the leader take time to not just talk, but connect and listen to your team. Slowing down to connect will enable you to get the pulse of your tribe and help determine necessary adjustments in internal strategy.
Pressure can be very high during these times but taking time to ensure a healthy culture that is productive and people who feel cared for will ultimately lead to serving others better and improve the ultimate desired results.
I hope these have challenged you to think into your focus as transition occurs. What is one action step you need to take? If I can help you in any way, please contact me at randy@wheelercoachingsystems.com for a thinking partner session. Lead well.
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