Businesswomen talking in the office
Leading change in an organization is often challenging. However, in a world in which the context is rapidly evolving, shaking things up regularly is often the only, or most sensible, option.
Many of the CEOs with whom I work are leading ongoing transformation because as fast as one phase completes, the environment has changed and phase two needs a course-correct. Never before has ‘change is a constant’ been so true.
Even though much change brings opportunity, it can feel really unsettling. By its very nature, change is about moving away from what is familiar and known. You and your people are collectively entering into uncharted territory, and this can sit uneasily with many members of your team.
Yet, often the most successful strategies for change management are the easiest ones to implement. And one strategy, in particular, is in every leader’s gift.
I’m talking, of course, about leading with kindness. I was speaking recently during my podcast to Andrew Moultrie, the CEO of BBC Studioworks, about the one thing he would advise leaders to focus on when going through change. There was no hesitation. Andrew said: “Underlined, kindness is the fundamental tenet of every emotional state that people can commit to. And if your actions are coming from a position of kindness, then your ability to manage change will be far more effective and fulfilling for those people you’re managing.
“That kindness is based on empathy and having the ability to listen and take the time to appreciate people on different journeys and at different stages. If you do it from a position of kindness, your EQ is high and this will help with your delivery in whatever you’re doing. That will build your equity with the people you are working with.”
The impact of kindness on people at work is well-documented. When leaders are kind and compassionate, showing genuine care for the people in their organization, they see an uplift in important metrics, such as morale, retention and productivity. In being kind, they are building a positive work culture that fosters collaboration, teamwork and innovation.
Various studies point to the many benefits of being kind as a leader, including:
• lower staff attrition
• greater levels of innovation and creativity
• increased levels of productivity and resilience
• a better connection and engagement with teams
• reduced burnout and sickness absence
When it is clearly coming from a place of authenticity, a leader’s kindness to the people in their charge can ease the successful navigation of organizational change.
Consider the emotional impact of change on the individual in a workforce. In the brave new world, they may well be fearing for their own place in it. Will they still be valued? A kind, compassionate leader will not leave their people to fend for themselves during the transition. It’s not about the survival of the fittest. Rather, a kind leader will want as many of their people on board as possible, and seeing their value to the organization as it charts its exciting, new path. Such an ethos can only be a driver for success.
Kindness is defined by the Cambridge Dictionary as ‘the quality of being generous, helpful, and caring about other people, or an act showing this quality’. The kind leader cares about their people during change, and they show it.
Your people need to feel valued
So, let’s consider something central to the emotional impact of change on an individual (remembering Andrew’s point about demonstrating that high level of emotional intelligence). The kind leader will recognise that organizational change will leave members of their team questioning their value to their employer now.
It is difficult to overstate the importance of valuing others as a leader. Every human being has a fundamental need to feel valued. Feeling undervalued or ignored has a serious effect on our self-esteem and motivation. It’s certainly difficult to feel engaged in anything, not least change in the organization you work for, if you don’t feel valued by your employer.
The kind, compassionate leader cares about the emotional impact of change on their team. They understand that some will be questioning where they fit. Are they still valued? The kind leader gets it, and invests time in ensuring their people feel valued members of the organization.
Now, there are various ways a leader can demonstrate kindness, compassion and empathy and show their people that they are valued. This is not an exhaustive list, but here are three:
– Show your appreciation to your team members – say ‘well done, that had a positive impact because …’ to a different person each day. This will be natural to some leaders but completely alien to others. Make it about how the person behaves, not just what they achieved. Write a card, call them up or walk up to them after a meeting and ask for a catch-up immediately. This will help your team members feel valued.
– Be mindful of how hard your team is working – monitor your people and look out for signs of fatigue. Be conscious of their workloads; the person who says yes to new tasks is not always coping. For the leader, physiological wellbeing, focus and motivation are key indicators. Are people taking their breaks, are they still energized by what you are doing as an organization? A compassionate leader is watchful and cares about their people and the impact work is having on them.
– Invest in quality time with your team, that isn’t about meeting targets – the Swedish nation gave us ‘fika’ – the idea that we should create quality time with those that are important to us. At work, this might be a ‘group hug’ with a mid-morning cup of coffee. We should never let this slip when times are tough or the organization is going through change. In fact, this is when it should be dialled up, helping team members to support each other and to feel connected and supported. Not every meeting has to be about work. Be ready for people to use this time to offload how they are feeling. It’s all time well spent.
Kindness costs us nothing as leaders, but it can unlock levels of engagement and performance that you never thought were possible. In times of change and uncertainty, the leader who acts selflessly, who invests time in showing that they care, will reap the rewards.
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