This article is the third in a six-part series on the team life cycle.
Navigating the Storming Stage: Fostering Collaboration and Resolving Conflict
In the journey of every team, there comes a stage where opinions clash, tensions arise, and conflicts emerge. This stage, known as the Storming Stage, is a crucial part of the team life cycle. As leaders, it is vital for us to understand the dynamics of this stage and guide our teams through it with patience and tact.
What is the Storming Stage?
The Storming Stage, which is the second stage in the team life cycle, involves team members expressing their opinions and ideas. Consequently, conflicts and tension often arise within the team. As individuals become more comfortable in their roles and assert their viewpoints, disagreements may surface regarding approaches to tasks and power dynamics. Therefore, it is crucial for leaders to understand the underlying causes of these conflicts in order to effectively address them and foster a collaborative environment.
Key Considerations for Leaders during the Storming Stage
To navigate the Storming Stage effectively and transform conflicts into opportunities for growth, leaders should focus on the following strategies:
Facilitating Open Communication: Encourage team members to openly express their ideas, concerns, and viewpoints. Moreover, actively listen to each individual and ensure that their perspectives are heard and acknowledged. By creating a safe space for communication, we can foster trust and transparency within the team.
Promoting Constructive Conflict Resolution: Conflict is inevitable during the Storming Stage, but it can be channeled toward positive outcomes. Encourage team members to address conflicts in a constructive manner, focusing on the issues rather than personal attacks. Facilitate discussions where conflicting viewpoints are explored, and resolutions are reached through collaboration and compromise.
Establishing Common Goals: Revisit and clarify the team’s goals and objectives to ensure that everyone is aligned. By reiterating the shared purpose, we can help team members redirect their focus from individual agendas toward collective success. Emphasize the importance of teamwork and highlight how collaboration benefits the entire team.
Providing Support and Guidance: As leaders, it is essential to provide support and guidance to team members during this challenging stage. Be approachable and available for discussions and problem-solving. Offer guidance on conflict resolution techniques and provide resources or training if necessary. By showing empathy and understanding, we can build stronger relationships and create an environment where conflicts can be resolved effectively.
The Path Forward: Progressing through the Team Life Cycle
Navigating the Storming Stage is a significant milestone on the journey toward a high-performing team. Successfully overcoming conflicts and building a culture of collaboration sets the stage for the subsequent stages of the team life cycle: Norming, Performing, and Adjourning.
Conclusion – The Storming Stage
Understanding and effectively managing the Storming Stage is crucial for leaders who aspire to build strong and successful teams. By facilitating open communication, promoting constructive conflict resolution, establishing common goals, and providing support and guidance, leaders can navigate through this stage with confidence. Embracing the challenges and opportunities presented by the Storming Stage will set the foundation for a high-performing team that can overcome obstacles and achieve remarkable results.
https://learning.eighthmile.com.au/wp-content/uploads/2023/02/Life-Cycle-of-a-Team-3-Storming.jpg5001100Evan Parkerhttps://learning.eighthmile.com.au/wp-content/uploads/2020/01/8th-mile-logo-white-ID-0e8d1f36-8698-4694-c814-e4bb5fc4fdc9-2.pngEvan Parker2023-06-16 08:00:222023-06-07 08:43:24What is the Storming Stage?
This article is the second in a six-part series on the team life cycle.
The team life cycle is a concept that provides valuable insights into the dynamics and progression of teams. As leaders, it is crucial for us to grasp the different stages of this cycle and navigate them effectively.
What is the Forming Stage?
The Forming Stage marks the initial phase of a team’s journey. It is a time when individuals are brought together, and the team begins to establish its purpose and goals. During this stage, it is not uncommon for team members to experience a mix of excitement and uncertainty about what lies ahead. As leaders, our role is to guide them through this formative period and set the stage for a successful team.
Key Considerations for Leaders during the Forming Stage
To foster a positive and productive environment during the Forming Stage, leaders should focus on the following aspects:
Clear Communication: Effective communication is paramount at this stage. We must clearly articulate the team’s goals and objectives, ensuring that every team member understands their role and responsibilities. By providing a shared vision, we can align our team’s efforts toward a common purpose.
Encouraging Collaboration: The Forming Stage is an opportune time for team members to share their ideas, expectations, and concerns. Encouraging open dialogue and active participation can foster a sense of ownership and engagement within the team. By valuing diverse perspectives, we lay the foundation for innovative thinking and problem-solving.
Building Trust: Trust is the bedrock of any successful team. During the Forming Stage, leaders should promote trust-building activities and create a safe space for individuals to express their thoughts. By fostering an environment of psychological safety, we empower team members to take risks and contribute fully.
Clarifying Roles and Goals: Roles and goals are essential in any team. Each member has a specific role that helps move the team closer to its overall objective. The roles and goals can vary depending on the nature of the team, the industry they’re in, and the project they’re working on. Each role is equally important, and all team members must understand their roles, as well as common goals and how meeting these goals contributes to the team’s success.
The Path Forward: Progressing through the Team Life Cycle
While the Forming Stage sets the groundwork for team collaboration, it is essential to recognize that it is just the beginning. The subsequent stages—Storming, Norming, Performing, and Adjourning—each present unique challenges and opportunities for growth. As leaders, our continuous support and guidance throughout the team life cycle are instrumental in achieving sustainable success.
Conclusion
Leadership during the Forming Stage is critical for laying a strong foundation for team success. By fostering clear communication, encouraging collaboration, building trust, and clarifying roles and goals, we create an environment conducive to growth and high performance. Understanding the team life cycle equips us with the necessary insights to navigate the various stages and empower our teams to reach their full potential. Embracing this knowledge will enable us to lead with confidence and guide our teams toward a more productive and successful future.
https://learning.eighthmile.com.au/wp-content/uploads/2023/02/2-11-Lifecycle-of-a-Team-2-Forming-.jpg5001100Evan Parkerhttps://learning.eighthmile.com.au/wp-content/uploads/2020/01/8th-mile-logo-white-ID-0e8d1f36-8698-4694-c814-e4bb5fc4fdc9-2.pngEvan Parker2023-06-14 08:00:152023-06-07 08:43:35What is the Forming Stage?
This article is the first in a six-part series on the team life cycle.
The team life cycle is a sequence of stages every team experiences, regardless of industry or business size. It was coined by Bruce Tuckman in 1965, and it consists of five stages: forming, storming, norming, performing, and adjourning. Understanding which stage our team is in can help us address issues, capitalize on opportunities, and empower our teams.
Forming Stage
Forming is the initial stage of a team life cycle. This is where the team is brought together and starts to define its purpose and goals. Team members may be excited about the opportunity to work together. Though there may be uncertainty about what leaders expect of them and how they will work together. During this stage, team leaders should focus on clearly communicating the team’s goals and roles. As well as, encouraging team members to share their ideas and expectations.
Storming Stage
The storming stage is when team members begin to express their opinions and ideas. This can lead to conflict and tension. Team members may be competing for power and control. There may be disagreements about how to approach the task at hand. During this stage, team leaders should focus on facilitating open and honest communication. We should also encourage team members to work through their conflicts in a constructive way.
Take your leadership to the next level
Upgrade your leadership skills with our online courses.
Norming Stage
The norming stage is the smooth-sailing, everyone’s-getting-along stage where the team starts to work like an actual team, resolving conflicts and establishing a sense of cohesion. Team members are now more comfortable with each other, and have a clearer understanding of their roles and goals. Team leaders should focus on maintaining open communication and encouraging team members to continue to share their ideas and collaborate.
Roles and goals are essential in any team. Each member has a specific role that helps move the team closer to its overall objective. The roles and goals can vary. It depends on the nature of the team, the industry they’re in, and the project they’re working on. Each role is equally important, and all team members must understand their roles. As well as common goals and how meeting these goals contributes to the team’s success.
Performing Stage
The performing stage is when the team is fully functional, focused, and productive – a well-oiled machine. Team members have a clear understanding of their roles and work together effectively. In this phase, team members may occasionally be asked to sacrifice their “safety” for the greater good of the team. For example, a team member may take on a task outside their job description to bolster another teammate who may be falling behind. It’s essential for team leaders to keep the team motivated, supported, and on track during this phase. Any issues that arise should be addressed promptly, and any team members that go above and beyond should be recognized and rewarded for their efforts.
Adjourning Stage
Finally, the adjourning stage is the final stage of the team life cycle, where the team completes its task and disbands. Team members may feel a sense of accomplishment, but also sadness at the end of the team’s journey. This stage also occurs when some teammates leave or new team members come aboard. During this stage, team leaders should focus on recognizing the team’s accomplishments and thanking team members for their contributions.
Conclusion – Team Life Cycle
Understanding the team life cycle is essential for any leader. It helps leaders understand their team’s dynamics and challenges, address various issues before they capsize the team, identify where support is needed, capitalize on opportunities, and empower the team. By understanding the different stages of the team life cycle, leaders can help their teams move smoothly through each stage, ultimately leading to a more productive and successful team.
https://learning.eighthmile.com.au/wp-content/uploads/2023/02/2-7-Team-Lifecycle-1-Overview.png6001200Evan Parkerhttps://learning.eighthmile.com.au/wp-content/uploads/2020/01/8th-mile-logo-white-ID-0e8d1f36-8698-4694-c814-e4bb5fc4fdc9-2.pngEvan Parker2023-06-12 08:00:012023-05-25 11:30:47What is the Team Life Cycle?
As leaders, one of our most important responsibilities is to provide effective feedback to our team members. Feedback is a crucial tool that helps us to understand what our team is doing well and where they could improve. It is a two-way communication process that helps to build trust, foster growth, and encourage development.
What is Effective Feedback?
Feedback is the process of providing information to an individual or group about their performance. It can take many forms, including verbal, written, or nonverbal communication. Feedback is a crucial tool for personal and professional development, allowing individuals to understand their strengths and weaknesses and make necessary adjustments.
Want to achieve your full potential?
Reinvent Yourself Today!
Importance of Feedback in Leadership
As leaders, we need to provide feedback to our team members regularly. Here are some reasons why feedback is essential:
Builds Trust and Encourages Open Communication: Feedback helps to build trust and encourages open communication between the leader and the team. When team members receive feedback, they feel heard and valued, which leads to increased trust and engagement. Open communication also allows leaders to address any concerns or issues before they become bigger problems.
Encourages Development and Growth: Feedback provides team members with an opportunity to learn and grow. When we provide feedback, we are not just pointing out what needs improvement; we are also highlighting the areas where the team member is excelling. By acknowledging their strengths, we can encourage them to continue to develop their skills and grow professionally.
Increases Accountability: Feedback increases accountability, both for the leader and the team member. As a leader, it is our responsibility to provide constructive feedback that helps our team members to succeed. By providing regular feedback, we are holding ourselves accountable for our team’s success, and we are also encouraging our team members to take responsibility for their own growth and development.
Enhances Performance: Feedback enhances performance by providing team members with the information they need to improve. When we provide feedback, we are helping team members to identify areas where they can improve and develop their skills. This, in turn, leads to better performance and increased productivity.
Tips for Providing Effective Feedback
Providing effective feedback is an art form that requires practice and skill. Here are some tips for providing effective feedback:
Be Specific and Timely: Feedback should be specific and timely. We should provide feedback as soon as possible after the event or behavior we are addressing. The feedback should be specific, focusing on the behavior and its impact on the team and the organization.
Focus on Behaviors, Not Personalities: Feedback should focus on behaviors, not personalities. We should avoid using judgmental language and focus on the behavior and its impact on the team and the organization.
Use the Sandwich Method: The sandwich method is a technique that involves sandwiching negative feedback between two positive statements. For example, we could say, “I appreciate the effort you put into this project. However, I noticed that you missed the deadline. Next time, let’s work together to ensure that we meet our deadlines.”
Encourage Two-Way Communication: Feedback should be a two-way communication process. We should encourage team members to provide feedback to us as well. This allows us to understand their perspective and make necessary adjustments to our leadership style.
Conclusion – Providing Effective Feedback
Feedback is an essential tool for leaders. It helps to build trust, encourages development and growth, increases accountability, and enhances performance. As leaders, we should provide feedback regularly and effectively, focusing on behaviors rather than personalities, and encouraging two-way communication. By doing so, we can create a culture of growth, development, and success for our team and our organization.
Remote teams can offer a range of benefits, such as accessing top talent, reducing overhead costs, and improving work-life balance for employees. However, managing remote teams requires a different set of skills and approaches than managing in-person teams.
Establishing Clear Communication Channels
Effective communication is the foundation of any successful remote team. As leaders, we should establish clear communication channels and guidelines to ensure that everyone is on the same page. Here are some best practices for effective communication:
Establish clear expectations around communication frequency and response times. It’s crucial to ensure that all team members understand how to communicate effectively, whether through email, video conferencing, or instant messaging.
Utilize collaboration tools such as Slack, Trello, or Asana to keep everyone on the same page. These tools can help streamline communication and collaboration, allowing for more efficient teamwork.
Schedule regular team meetings to ensure that everyone is up to date on projects and goals. Additionally, schedule one-on-one meetings with each team member to discuss individual progress and any concerns they may have.
Take your leadership to the next level
Upgrade your leadership skills with our online courses.
Encouraging Transparency and Trust Within Remote Teams
Remote teams require a high level of trust and transparency. As leaders, it’s essential to foster an environment where team members feel comfortable sharing their thoughts and ideas.
Establish clear expectations around goals, deadlines, and deliverables. Ensure that everyone understands their role in the team and how their work contributes to the overall success of the project.
Encourage team members to share their thoughts and ideas openly. Create an environment where feedback is welcome and encouraged.
As leaders, we should make ourselves available to our team members. Be responsive to their questions and concerns and provide feedback in a timely manner.
Focusing on Results, Not Hours Worked
One of the benefits of remote work is the ability to work flexible hours. It’s essential to focus on results rather than hours worked.
Set clear goals for the team and individual team members. Ensure that everyone understands what success looks like and how it will be measured.
Monitor progress towards goals regularly. Use project management tools to track progress and identify areas where additional support may be needed.
Provide regular feedback on performance, focusing on results achieved rather than hours worked. Celebrate successes and identify areas for improvement.
Prioritizing Remote Team Building
Remote teams can feel isolated, making it essential to prioritize team-building activities.
Create opportunities for team bonding. Schedule regular virtual team-building activities such as online games, virtual happy hours, or team lunches.
Foster a sense of belonging. Encourage team members to share their interests and hobbies with the team. Create a virtual water cooler or chat channel where team members can share non-work-related content.
Celebrate team successes, big and small. This can help create a sense of shared accomplishment and motivate team members to continue working hard.
Providing the Right Tools and Resources for Remote Teams
To be successful, remote teams require the right tools and resources.
Ensure that our team has access to the technology they need to work effectively. This may include project management software, video conferencing tools, or collaboration platforms.
Ensure that our team members are trained in the technology they will be using. Provide ongoing support and troubleshooting resources to help them overcome any technical issues they may encounter.
Invest in cybersecurity and training to ensure that our team is aware of cybersecurity best practices. Provide the tools and resources they need to protect sensitive information.
Manage work-life balance
Working from home can blur the lines between work and personal life, making it important for leaders to help their team members manage their work-life balance.
Set clear expectations around working hours and availability. Ensure that team members understand when they are expected to be available and when they are not. Encourage them to take breaks and disconnect from work when they are not working.
Be mindful of time zones. If our team is distributed across different time zones, be mindful of scheduling meetings and deadlines that may fall outside of typical work hours for some team members.
Encourage team members to take time off when needed. Remote work can be isolating, and team members may feel guilty about taking time off. Encourage them to take breaks and recharge, just as they would in a traditional office setting.
Want to achieve your full potential?
Reinvent Yourself Today!
Lead by example
Leaders must lead by example when managing remote teams.
Be responsive to team members. Respond to emails and messages in a timely manner, and be available for one-on-one meetings.
Communicate effectively. Use clear and concise language, and avoid jargon or technical terms that team members may not understand.
Follow through on commitments. If we promise to provide feedback or support, ensure that we follow through on that commitment.
Embrace a culture of continuous improvement. Encourage team members to provide feedback and suggestions for improvement. Be open to feedback and demonstrate a willingness to make changes as needed.
Provide opportunities for growth
Remote work can sometimes feel isolating, making it essential for leaders to provide opportunities for growth and development. Here are some best practices for providing opportunities for growth:
Provide ongoing training and development opportunities. Offer courses, webinars, or coaching sessions to help team members improve their skills and knowledge.
Encourage team members to take on new challenges. Provide opportunities for them to take on new projects or responsibilities that align with their career goals.
Provide regular feedback on performance and career development. Discuss career goals and provide guidance on how team members can achieve those goals.
Conclusion – Leading Remote Teams
Managing remote teams requires a unique set of skills and approaches, but with the right strategies, we can help our team members thrive and achieve their goals. By establishing clear communication channels, fostering transparency and trust, focusing on results, prioritizing team building, providing the right tools and resources, managing work-life balance, leading by example, and providing opportunities for growth, we can help our remote teams succeed. As leaders, it’s essential to embrace a culture of continuous improvement and be willing to adapt and change as needed to support our teams in the remote work environment.
At first glance, ’empathy’ and ‘sympathy’ may not seem very different. In some cases, people use these words interchangeably. But when it comes to leadership skills, that’s not accurate. There’s value in being an empathetic leader that connects with and supports their team. Explore the differences between empathy vs sympathy and how they can impact our leadership style.
What Is Empathy?
Empathy is the ability to sense and appreciate another person’s emotions or experiences. It’s the ability to imagine what other people may be feeling, thinking, or experiencing without that same situation occurring to you, according to the University of California at Berkeley.
The empathetic sensibility breaks down into two further distinctions:
Affective empathy is a form of empathy in which you have a sense or feeling that’s a direct response to what another person is experiencing. It typically mirrors what others feel. For example, you may become anxious and uneasy when you know a good friend is worried about a medical test result, even though that test doesn’t directly impact you.
Cognitive empathy, often called “perspective taking,” is a person’s ability to understand and identify with how another person feels. In the case above, cognitive empathy is your ability to recognize that the other person is anxious and worried waiting for the test result. You understand their fear, though you don’t feel it yourself.
What Is Sympathy?
Sympathy occurs when a person feels compassion for another person’s pain or struggles. We feel sorry for a person’s misfortune but from the outside. Sympathy is a critical component of emotional intelligence. We feel for a person, but not with them. For example, you may sympathize with someone who lost their job through pity or concern, but you don’t internalize that pain or identify with that struggle on a personal level.
Like empathy, sympathy can also be classified into more distinct categories. Passive sympathy is limited to a feeling, while active sympathy occurs when we are compelled to take action to help that person.
Sympathy vs Empathy: Which Is a Better Leadership Skill?
When defining leadership skills, understanding the link between sympathy vs empathy and how they play a role in day-to-day workplace relationships is essential.
Contrary to certain opinions, empathy and sympathy are different. The biggest difference comes in their expressions. In empathy, we express an understanding and experience of the emotions that the other person has; we understand and feel their situation from their perspective. With sympathy, there’s less feeling and more recognition. We recognize what they feel going through, but we don’t “feel” it.
The sympathy vs empathy difference isn’t always significant. In some situations, people don’t realize the depth of how much they care until a crisis occurs. Other times, we may feel bad that we don’t have more empathy for a person’s situation. Emotional intelligence is being able to connect with people on various levels when they are facing challenges like this.
Take your leadership to the next level
Upgrade your leadership skills with our online courses.
How Do These Elements Impact Leadership Skills?
Honing leadership skills is an ongoing process. We may focus heavily on areas of giving direction and making decisions but learning to be an empathetic leader is just as valuable. Mastering how to behave as a leader can comprehensively change how we connect with our employees.
Sympathy in a work environment is necessary to some degree. It can impact relationships positively, especially when we can offer sympathetic statements to someone struggling. Sympathy can help with:
Encouraging good communication
Creating a more open relationship with people at work
Developing a work environment where employees feel heard and safe
Leading with empathy is also critical to building a cohesive, close-knit team. While we must be careful and not allow our ability to feel alongside others to drain us, empathetic leadership provides certain key benefits in the workplace, such as:
Creating connections and bonds with people
Building a united team, one that works together
Improving bonds which can foster more creativity and dedication in employees
Building stronger relationships as empathetic leaders allows us to form a true connection with the people on our team. We can connect, feel, and experience their pain, struggles, and other emotions. Ultimately, when harnessed properly, empathetic leaders often end up with more loyal employees, those that are willing to participate, share, and innovate solutions together.
Expressing Empathy at Work
When it comes to empathy vs sympathy, both have their place in the office to various degrees. Good leaders can find the balance between being an empathetic leader to motivate employees and being one that gets too involved in employee relationships. That fine line isn’t always easy to navigate.
There are some things we can do as empathetic leaders to make a difference:
Recognize an employee having a difficult time. Send a personalized note when they are going through a specifically difficult hardship.
Be there when someone is struggling. Listen to them.
Imagine how you would feel if you were in the same situation.
Make a conscious decision not to make snap judgments or quick assumptions about a situation. Instead, consider how the other person feels first.
Take action when there’s a need. Try to understand the other person’s needs in this specific situation and help them to meet those needs in a practical manner.
Maintaining professionalism is valuable, but it is also quite important to show your team you’re there for them, that they’re valued, and that you want to support their needs in any way you can from your position. Consistently work on your leadership training to achieve this long-term goal.
Are You an Empathetic Leader?
Enhancing leadership skills is something all leaders need to do on a consistent basis. To learn how to become an empathetic leader, complete our empathy vs sympathy quiz. Find out what you are doing to be the best leader you can be.
https://learning.eighthmile.com.au/wp-content/uploads/2023/03/3-28-Empathy-vs-Sympathy.jpg5001100Evan Parkerhttps://learning.eighthmile.com.au/wp-content/uploads/2020/01/8th-mile-logo-white-ID-0e8d1f36-8698-4694-c814-e4bb5fc4fdc9-2.pngEvan Parker2023-03-28 03:01:452023-04-06 10:48:09Empathy vs Sympathy: The Importance of Empathy in Leadership Skill Development
Hear the phrase “tactical decision-making” and your first instinct is probably to frame it in terms of its strategic counterpart. This is not an article about strategy, but there is an important habit we need to bring with us from setting strategy when we think about tactics: thinking. No one reading this would let strategy decide itself or claim that strategy emerges from reacting to crises. Management by exception has its place, but it won’t set your strategy for you. Neither, more to the point, is it appropriate to let our reflexive reactions to events dictate our tactics.
What Is Tactical Decision-Making?
Put simply, tactical decision-making is thinking through your day-to-day operations, with an emphasis on taking responsibility and control over improving the way you and your team get things done.
Tactical decision-making is easier to understand in terms of what it is not. If you are running on autopilot, spectating your metrics, or responding reflexively to events, you are not engaging in tactical decision-making.
Running on Autopilot
“A foolish consistency is the hobgoblin of little minds …” -Ralph Waldo Emerson
“Running on autopilot” is doing what you did because it is what you have done. Maybe you looked at your metrics first, or you see that your customers and team are happy, or perhaps you’ve thought through what you’re doing extremely well, and that’s why it works. But nothing works the same way forever. And was it not tactical decision-making that led you to such a smooth-running operation in the first place?
Responding Reflexively to Events
We must respond to events, but if we’re letting events dictate our reactions, repetition will turn those reactions into policy. When we find ourselves reacting to the same crises, know that we are creating policy whether we think it through or not. A leader sets policy with intention; a follower is led into policy unaware.
“Fear is the mind-killer.” -Frank Herbert, Dune
Nothing sets the reflexes in gear and the mind in neutral like fear. Despite the note of urgency of the metaphor of putting out fires, most leadership crises aren’t so critical that we can’t afford to think before we act. One way to create some space is not to fight the fear but embrace it as problem-solving urgency. When you feel that pit opening in your gut, stop. Take a moment to absorb the situation. Consider your options, pick one, and then proceed. If your “fight or flight” response is set to “fight” and the way you fight is to “solve,” you’ve set yourself up for problem-solving over panic.
It also helps to try to anticipate time-constrained problems before they arise. Of course, no one can predict everything. The best we can do is learn from experience and never be taken by surprise twice.
Take your leadership to the next level
Upgrade your leadership skills with our online courses.
A Spectator to Your Metrics
You’re close to tactical decision-making, but you’re not quite there. You’re looking at your financials, tracking your project’s critical path, and checking your metrics. You’re keeping track of your progress, whatever form that takes. Fantastic! How are you acting on those metrics? Running on autopilot? Reacting reflexively? Or are you really using your tools to make good decisions?
Tactical Decision-Making
You have the metrics and the mindfulness to actively choose to make or remake operational decisions. You’re looking at your processes, policies, and methods and asking yourself, “How can I make this better?” You’re thinking and acting, not responding reflexively. This is tactical decision-making.
Balance: Management by Exception vs. Tactical Decision-Making
We have many duties as leaders, and no advice we take or method we employ should ever draw us away from keeping our responsibilities balanced. Tactical decision-making should never be a reason not to give prompt attention to immediate needs and emerging problems.
When Tactical Decision-Making Is an Excuse
Everyone has worked with — or worse, for — a Laputan so wrapped up in abstract ideas you can count on this person to do no actual work. Such a person might even hijack a meeting to discuss a concept in uselessly abstract terms or quibble over issues not related to the work at hand. The Laputan will also talk a lot about “vision,” “strategy,” and perhaps even “tactical decision-making.”
Obviously, a good leader has to dig in and do the work. A good leader must respond promptly to crises, particularly those involving customers or legal affairs. A good leader needs to be in the moment when the situation demands it. “Don’t bother me; I’m thinking,” isn’t an acceptable excuse when you are needed. When we lead a meeting, we need to justify every minute we hold the floor to justify the time cost for every person there, including ourselves.
When Management by Exception Is an Excuse
The customer walks away happy, the dispute between the employees dissolves before your wisdom, the blockage in the production line bursts open at your command, and you feel pretty good about that. “I’m doing a great job!”
Yes, you did a great job and have every right to feel proud. But you’re a leader, and a leader has many responsibilities. If we never think about tactical decision-making, if we never think about underlying processes, some of which might well be contributing to the fires we’re constantly putting out, we are neglecting one of our duties as a leader. It costs us time, but intelligently addressing the cause of a problem saves us the time of repeatedly solving that problem.
Conclusion
Tactical decision-making is as important as responding promptly to the immediate challenges of our leadership environment. A wise leader understands and carries the burdens of both planning and execution. Find the right balance between responding to events as a leader and taking time to think through the day-to-day work processes so that “emergencies” and “exceptions” become fewer as our plans for dealing with them become better.
The Eighth Mile offers an online leadership training course to help find balance and think and act like a leader. Get in touch to find out how to can improve decision-making processes.
As a leader, our key responsibility is to our people. Therefore, we must learn and develop the skills required to provide the right environment for our people, as well as the coaching conversations that develop the people we are responsible for at an individual level. One of these skills is leading with empathy.
Empathy does not always come naturally. Like any leadership skill, it takes practice and guidance. In this video, the Eighth Mile Consulting Team discusses what empathy is, what it isn’t, and all the factors you need to consider when leading a team or a team member through a crisis. Leading with empathy can be tough, but when done correctly, you will see improvements in productivity, job satisfaction, and the overall wellness of your team members.
Leading with empathy is the best way to lay a foundation on which to build a high-performing team. This kind of leadership requires courage, accountability, and the willingness to engage in honest communication with your employees, no matter what the topic or the emotions surrounding it.
Presenter:
The Eighth Mile Consulting
Length of Video:
68 minutes
Video Highlights:
0:00 – Introduction
1:33 – Context is Everything
3:11 – Empathy vs Sympathy Spectrum
5:05 – The Danger of Pitying People
6:53 – Pity is Self-Preservation
7:25 – Empathy Requires Humility and Being Honest With Yourself
8:21 – Leading with Empathy Business Benefits
12:33 – Leading with Empathy Helps You Make Decisions Without Fear of Ridicule
56:28 – Using Language to Build Up vs. Breaking Down
57:38 – Wrap-Up
59:11 – Q&A
Great leaders have the moral courage to open Pandora’s box and the empathy to navigate the emotional complexities that are discovered.
Can you tell the difference between empathy and sympathy? Take our quiz to find out.
Company Overview:
Eighth Mile Consulting is a leadership training and consulting agency focused on creating and supporting better leaders in all industries. Leaders looking to develop their empathy to become more impactful and influential with their teams can find out more about our professional executive coaching services here.
As a leader, you are vital to the success of your organization. Between hiring and retaining great talent, fostering a culture of connection and belonging, and providing direction and encouragement, much of your responsibility revolves around helping your employees reach their full potential — without which success is impossible. Unfortunately, however, the reality of the global workforce paints a different picture: 79% of employees are disengaged in their jobs or lacking agency or ownership over their own decisions, resulting in a $7.8 trillion loss in productivity. The top reason for this disengagement? Lack of leadership training.
An SHRM study says 84% of employees claim that poorly trained managers are the reason for added work and stress. Their experience and, ultimately, their productivity is in your hands. Furthermore, 50% of employees in the SHRM study believe their performance would improve if their direct supervisor completed leadership training.
Leadership training is an accessible, affordable, and effective solution to strengthen your leadership skills and yield more robust results from your employees. Consider these top five reasons for leadership training and invest in yourself, your team, and your organization today.
Take your leadership to the next level
Upgrade your leadership skills with our online courses.
1) Discover Who You Are as a Leader
Many leaders rise to the responsibility out of tenure or a promotion from a non-managerial role. However, even with good intentions and invaluable skills, you may need to become more familiar and comfortable with your leadership style, affecting how you show up daily.
Believe it or not, it is possible to learn leadership. Leadership training will help you look inward to discover how your values, beliefs, and experiences influence your leadership style. Then you can discover how to leverage your unique style to unlock your team’s potential. Now is your time to shine as a leader within and beyond your current role.
2) Learn New Solutions to Existing Problems
Between the Great Resignation, the ongoing pandemic, and recession uncertainty, today’s socioeconomic landscape is full of unprecedented challenges for leaders. The competitive labor market, social and political disruption, increases in the cost of living, focus on employee well-being, and flexible working environments are all testing the ability to find and retain great talent. As a leader, you must face these challenges head-on. You’ve tried to solve them a hundred times in a hundred ways, but nothing seems to be budging.
While the problems are familiar, their solutions are not. Finding ways to overcome them requires new approaches. Leadership training allows you to take a step back and gain new perspectives and ideas you never knew were possible. Take your learning a step further and apply it to real-life situations.
3) Improve Your Communication Skills
Simply put, effective leadership requires effective communication. Trade Press Services reports that 85% of employees are most motivated by effective internal communications, including regular company updates, vision and goals, and clear job descriptions. However, 69% of managers feel discomfort in communicating with their employees.
As a leader, you’re responsible for ensuring an open and transparent two-way flow of communication built on trust and accountability. The shift to an increasingly remote environment has introduced new communication demands. What used to be a quick and convenient conversation at the water cooler now requires a more concerted effort.
Even if this soft skill comes naturally to you, there is always room for improvement. Leadership training can help you identify and strengthen your communication skills, including verbal to nonverbal, active listening, and feedback, all of which foster greater collaboration, engagement, and agency among your team.
4) Elevate Your Empathy
Leading with empathy, or the ability to be aware of and understand the needs, feelings, and thoughts of others, is another soft skill that directly impacts business results. In fact, some claim it’s the most necessary leadership skill of all. Being empathetic means seeing others as exactly who they are, the whole person, rather than only the employee. A Forbes study revealed that 76% of people who received empathy from their leaders reported they were engaged, compared to 32% engagement of those who received less empathy.
Making your employees feel genuinely seen and valued will help motivate and inspire them to do their best work. Leadership training can guide you in this area, especially if you’re someone for whom this inclination does not come naturally. And especially given the increasing demands of today’s workforce, empathy will continue to play a critical and direct role in the success of any business.
5) Strengthen Team Culture
Engagement in the workplace is far more than meeting your tangible job expectations. It’s about feelings of genuine connection and belonging. Organizational values, work-life balance, growth opportunities, and recognition are all important aspects of culture that play into connection and belonging. As you have probably guessed, you as a leader are hugely influential in cultivating that culture.
When your organization invests in leadership training, it not only sends the message to employees that leadership cares about their well-being, it proves it. It puts money where your mouth is and is the first step to improving organization-wide issues. In addition, the benefits from the training ripple into other parts of the organization, enhancing overall team culture and, subsequently, business value.
Begin Your Leadership Training With The Eighth Mile
Anyone can become a leader. Becoming an effective one, however, takes time and intention. And before you can unlock your team’s potential, you need to unlock your own. Whether you’re a new or seasoned leader, there has never been a better time to enroll in leadership training. It all starts with one step. Elevate your leadership with Eight Mile Consulting’s 8-week online personal development and leadership course. Invest in yourself, because you’re worth it–and so are your employees.
Leaders face monumental amounts of pressure every single day. Whether it’s the pressure of making important decisions, managing a team, or dealing with difficult conversations and situations, leaders must stay calm under pressure to succeed and keep the business moving forward.
Fortunately, there are some strategies that leaders can use to help stay calm under pressure when things get tough.
Take your leadership to the next level
Upgrade your leadership skills with our online courses.
The Key Mentality of Calm Leaders
The first step in developing a calm mindset is to recognize the mental difference between those who remain calm and those who don’t.
Those who take time to practice their ability to remain calm, even under intense pressure, become better equipped to deal with challenging situations. Leaders must learn to manage their emotions and think objectively about the situation before reacting negatively. This will help them stay calm under pressure and make the best decision for their team.
Leading with Stress vs. Leading with Calm
Let’s take a look at a couple of scenarios.
Tom is the CEO of a large international company. He has to make snap decisions daily and is constantly under pressure to deliver results. As the situation intensifies, he often becomes flustered and overwhelmed. His thoughts start running wild, and he starts to second-guess himself and his decisions. This often leads him to make mistakes, which in turn leads to more impulsive decisions that can be costly for the business in the long run.
On the other hand, Sandra is also a CEO of an international company, but she takes a much different approach to pressure-filled situations. She can stay focused and calm under pressure by taking a few deep breaths and gathering her thoughts before acting. She listens carefully to her employees and considers all the facts. Then, she takes responsibility for her choices and works hard to make sure her team is prepared for quick shifts in project direction. This approach allows her to make more informed decisions that often result in better outcomes for everyone.
Tom and Sandra both face the same amount of pressure, yet they react differently. So what sets them apart? Why can one stay calm under pressure while the other struggles?
Tom allows his emotions to take over in intense situations, while Sandra takes a step back and assesses the situation from multiple angles before reacting. As a result, she maintains a reputation of being one who stays focused and calm by thinking logically and objectively about the problem instead of allowing her emotions to take control.
3 Strategies Leaders Can Implement To Stay Calm Under Pressure
Now that we understand the difference between leaders who keep their cool and those who don’t, let’s look at some strategies that can help leaders stay level-headed in tough situations.
1) Take a Beat
When things get intense or overwhelming, it can be tempting to act quickly. That, however, can lead to mistakes. Instead, pause and take a few deep breaths to clear your head. This will help you stay focused and provide the clarity you will need in the steps ahead.
2) Think Logically
When faced with difficult situations, it is important to take the time to think logically and objectively in order to make informed decisions so you can stay calm under pressure. Here are some practical tips on how to think logically when the stakes are high:
Look at the Big Picture. It can be easy to become overwhelmed when faced with intense pressure, but it is important to take a step back and assess the situation.
Gather All the Facts. Make sure to gather all the information necessary before making any decisions. This will help you form a more objective view of the situation and make better-informed decisions.
Consider Multiple Solutions. Take some time to consider different angles and solutions for the problem. It is important to keep an open mind and evaluate all the options before choosing the best one.
Take Responsibility. Be prepared to take full accountability for your decisions. This will provide perspective on the decision in front of you and help guide you to the wisest choice.
Seek Support. Don’t be afraid to reach out for help if you need it. Utilize the resources and knowledge of others in order to come up with a better solution and stay calm under pressure.
3) Develop Self-Awareness
The best way to stay calm under pressure is to be aware of your feelings, thoughts, and behaviors in any given situation. Knowing how you react when things get tough can help you develop strategies that will help keep you grounded and focused. To help develop self-awareness, you could:
Make a list of the emotions you feel in pressure-filled situations.
Pay attention to your thoughts and how they influence your actions.
Notice your physical reactions (e.g., heart rate, breathing) when under pressure.
Be aware of any tendencies you have to overreact or shut down in difficult situations.
Reflect on how you handled past pressure-filled situations to identify any patterns or trends.
By utilizing these strategies, leaders can learn to stay calm under pressure and make better team decisions. Remember, it’s important to take the time to practice your ability to remain level-headed in challenging situations so that you can be well-prepared when the pressure is on.
Training Your Mind For Calm in Business and Calm in Life
Once you understand the mental difference between those who stay calm under pressure and those who don’t, it’s important to train your mind to stay calm. This can be done through mindfulness exercises like meditation and journaling that allow you to practice self-awareness, regulate emotions, and remain focused on the situation.
Exploring Positive Self Talk
To develop a calm mindset, leaders need to practice positive self-talk. This can be done by challenging negative thoughts about themselves and the situation with more positivity. For example, if a leader feels overwhelmed by the situation, they can tell themselves, “I can handle this,” or, “I am capable of finding a solution,” to help stay focused on the task at hand.
Practices for Relaxation
Another method of coping with pressure is to practice relaxation techniques like deep breathing, meditation, and mindfulness. Deep breathing can help to slow down the heart rate and reduce stress levels. Meditation can help increase focus and clarity. Both of these options help one to stay calm under pressure. Mindfulness practice is another way for leaders to bring their attention to the present moment rather than worrying about what has happened or will happen in the future.
Managing Distractions
It can be difficult for leaders to stay focused when there are so many distractions. To truly stay calm during overwhelming situations, leaders must manage their environment to avoid distractions and stay on task. This could include limiting access to certain websites or putting the phone away while working on important tasks.
Planning Ahead
In order to stay calm under pressure, Leaders should also plan as much as possible. By having a plan of action, they can better anticipate potential challenges and create strategies that help them remain calm when things don’t go according to plan. This will also help leaders be more prepared and confident in their decisions.
Seeking Support
Finally, leaders need to remember that they don’t have to be alone in dealing with the pressures of their job. They can reach out to colleagues and mentors for guidance or to talk things through. A support system can help leaders stay level-headed and focused when facing difficult situations.
In Conclusion
Being able to stay calm under pressure is a key skill for any leader. By understanding how your mind works and developing strategies to help you stay in control, you can make better decisions that will benefit the team. With practice and self-awareness, leaders can learn to manage stress and remain focused on the task. That way, you can be more prepared and confident when the pressure is on.
For more ways to learn about the most innovative leadership techniques of the day, check out our 8-week online leadership training course or get in touch with the Eighth Mile team to learn more.
