Executives: Don't Ignore It – Discover out out of your staff as we speak in regards to the ongoing unrest
There is no doubt that we as a nation, as a people and as leaders are facing some of the greatest challenges of our time.
While we are all trying to understand the unrest in the nation, many employees have started their work this morning on another emotionally charged, extremely complex topic, in addition to the challenges many are already facing with the pandemic.
As I have been thinking about this post, it is currently the most difficult for people in this country to talk about this crisis. As a white man, I feel poorly equipped in many ways. Still, I want to try to be part of the solution. Since I looked at this from the perspective of managers and how they can help their employees to master these turbulent times, I wanted to put some thoughts that I hope will help.
If you do not have a conversation or do not recognize what is going on in our country today, a message will be sent to you. Employees interpret your silence so that you don't care about it, don't find the topic important, or don't know how to speak about it. While this racial crisis may be difficult to discuss, the goal is not to have a perfect conversation or to solve the problem. Rather, you want to be there for your team to understand what's going on. They want them to feel that their voice is important and hopefully we are all together.
A human connection is required at the moment, and that only includes listening
A key question that the most effective leaders – themselves and others – ask themselves is: How can I help? Today we can listen to our employees and help them express and process their feelings when they choose – whatever they are – to nurture them and show their support for them.
Today and this week, you can check in with anyone on your team. One to one. This conversation is best conducted individually.
The conversation starter might sound something like this:
Given the events in our nation and in our communities, I report to everyone on the team as I did during the pandemic. If it's helpful to you, I'm open to listening – that's it, just listen – how you feel to help you process everything that's going on. If you'd rather not talk about it, that's fine too. Know I'm always here to listen to you
You know best who to start with when prioritizing these conversations. Think about who is most affected or who has the strongest feelings that you can help.
The goal is to listen to your employees and to help them feel that they are heard. You are likely to hear different interpretations of facts and emotions that you may agree with. you could strongly disagree with others.
Now is not the time to express your point of view.
This is not about you; Rather, it is about helping your employees feel that they are heard.
Get an idea and help your employees to put things in perspective themselves
The most powerful tool you have in your toolkit is empathy – put yourself in someone else's shoes and really reflect what they feel. It is not about agreement. You don't have to agree to them. That is not the point. You just have to play back what you hear to make them feel heard.
Here are some suggestions for thought starters to have a helpful and productive conversation. You decide how you want to make these proven strategies "real" for you so that you stay true to yourself:
- First listen to and reflect on the emotional content. Accept and confirm the feelings you hear: "Sounds like it is very frustrating for you …" If you help others understand their own feelings – even the difficult ones – you help them reduce the likelihood that these feelings control them.
- Then rewrite what you hear to demonstrate that you are listening: "What I hear you say is …" "Let me make sure I have it …" Again, you don't have to agree with them. You just have to play back what you hear to make them feel heard.
- Help them realize that they are not alone when they are having problems. Talk about how we're all going through this at the same time, in addition to the COVID 19 challenges: “This situation is really difficult, difficult, and complex for all of us. We all have problems with how we feel about it. "
- Close the conversation when you feel that the employee feels heard: "I hope this will be an ongoing conversation." Share your appreciation for how open they are to you and for the trust they have placed in you. Let them know that this conversation is private and you are always available to continue the dialogue if it is helpful to you.
This is a time when people need people and need "real" conversations.
Remember that employees don't expect you to handle it perfectly or have the answers. Just listen, be human and real. Do not avoid the topic as it is difficult and uncomfortable. Lead with heart and try to open a dialogue that is respectful, compassionate, and helpful.
How will you react to this crucial moment?
– –David Grossman
Click below to download your free eBook – 8 Ways to Lead with the Heart in Times of Uncertainty and Change – and 8 Key Strategies to Lead and Communicate with the Heart in These Troubled Times.
