Tips to help leaders manage the adjustment of their current teams while emotionally caring for themselves.

It starts with YOU!

  • Continue to eat well with plenty of fruit and vegetables. Keep away from fast food!
  • Exercise every day, even when you are working from home – try this exercise regime from CNN
  • Find time for reflection and calm through yoga, meditation or prayer
  • Ensure you implement a sleep routine that guarantees you get the sleep you need


Six Seconds EQ Model

Despite sometimes feeling emotionally overwhelmed during this time, you have the power within you to manage these feelings by asking yourself:

  • what am I feeling?
  • what options do I have?
  • what do I really want from this?

Listen carefully to your answers and begin to lessen the intensity of your emotions, thereby creating a space in which you find the right words and make good decisions.


Helpful Unlocking EQ (UEQ) Profile

Click on this link to complete an online survey and then receive a free customized UEQ Profile report. The Unlocking EQ Profile delivers clear feedback on your current performance and an action plan for using EQ to achieve your goals. You will also be eligible for a free 15-minute virtual debriefing session. Click on the email link to find out more.

Being empathic and compassionate to both your leaving and surviving staff is critical at this time.  Watch this video from Dr Brené Brown on the difference between sympathy and empathy.

Play Video

18 top tips for managing your surviving team:

  1. Be genuine (imagine what they are feeling)
  2. Listen to verbal and notice non-verbal communication (they often don’t match)
  3. Reflect back to them what you sense they are feeling using verbal and non-verbal behaviours (share your positive & challenging emotions – smile, frown, nod, etc)
  4. Listen actively and empathically
  5. Don’t try to fix things, over-promise or make the situation better – you can’t!
  6. Be clear and transparent with the facts but stick to the script
  7. Monitor your team for disengagement behaviours and attitude – don’t ignore this.  Schedule a 1:1 conversation quickly and ask them ‘how can I help?’
  8. You have a choice of two types of conversations – the 1. supportive and 2. the guided using the GROW model (including the self-guided).  Use the former when YOU are offering empathic support (‘how can I help?’);  use the latter when an employee comes to you asking for advice
  9. Bring your team together more frequently than you did in the past – it’s now a NEW team and you will need to re-build trust
  10. Surprise your team by buying lunch or coffee
  11. Reframe any negative thoughts
  12. Balance challenge and support to create a facilitative environment that will energize the team to move forward
  13. Use a ‘light touch’ for giving feedback on a vulnerable team by adopting the +EBI model as demonstrated and practised in the workshop
  14. Being vulnerable simply shows that you are human
  15. And yet, all eyes will be on you to bring them through this period of tough emotions and uncertainty.  Be the leader they need you to be!
  16. Use a 30:60:90 Day plan (see in attached email) to structure your focus and priorities over the three months from the notification period
  17. Paint a clear and positive future for the organization which you and your team will build together
  18. Be there, visible, all the time
In this video Joshua Freedman, CEO of Six Seconds, shows how to ask some powerful questions to help you understand your own emotions.

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Peter

Hatherley-Greene

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