During times of economic uncertainty, shifting work conditions, and global crises, organizations need capable leaders that drive results more than ever. They need leaders who can adapt to change, maintain communication, and guide their organizations toward brighter horizons.
So, how do you determine who the right leaders are for high-stake roles? And what can businesses do to engage their leaders to perform their roles successfully and drive the results needed after an economic downturn? Here are four suggested methods organizations can implement to select the right leaders and engage them fully in their roles.
1. Job Fit: While hiring may not be a priority for many organizations during times of economic uncertainty, surviving definitely is. Businesses can increase their odds of survival and success by realigning employees to roles where they can excel. That could involve re-evaluating who the key people are that the organization needs to advance high-stakes projects and initiatives during uncertain times. Determining who these key people are requires the re-evaluation of roles, team design, and job requirements. This, however, places a lot of extra pressure on managers and leaders that already feel heightened stress during times of crisis.
Therefore, the first and most important question organizations should ask about their leaders is, “Is this person right for the job?” Job Fit has everything to do with whether a leader is going to succeed or fail. If you put a person who is afraid to delegate or make decisions into a leadership position, do you think they’ll succeed? Do you think they’ll be able to operate under pressure or inspire others despite an uncertain future? This is where it becomes especially valuable to know your employees at a deeper level. Selecting the right individual for the right role means spending more time thinking about how their Cognitive Ability, Behavioral Traits, and Interests will help them succeed in their role.
2. Feedback: Feedback provides one of the most effective tools for developing leaders, especially during times of crisis and rapid change. The more leaders know about how others perceive them, the more they’ll be able to learn about themselves and adapt to the needs of their teams and shifting circumstances. Of course, getting people to adapt and change based on feedback alone can be difficult. To really do well, leaders should know more about themselves, the people they lead, and how these people perceive them as a leader.
3. Coaching and Training: Helping leaders know more about themselves and how others perceive their leadership abilities is a great place to start. But to really take the next step in developing leaders, you need to double down on coaching and training. Start by defining what you expect out of a leader in your company. Next, make sure leaders in your organization fully understand the organizations culture, job processes, and systems. With so many people now working remotely, this could be a great opportunity to give your leaders access to mentors in other locations that can help with their development. We can learn a lot from people who’ve already found success as leaders—no matter how seasoned we are.
4. Motivation: As with anything else, if people feel motivated to do something, they’ll likely follow through on it. Keep leaders motivated by helping them create individual development plans and career paths so they can visualize their future with your organization—even if the future seems difficult or full of uncertainty. Once a job or role becomes stagnant, motivation begins to drop. Career pathing can help leaders visualize their goals, connect with a sense of purpose, maintain their motivation, and work even harder. Also, don’t forget to recognize your leaders for significant performances and achievements. That can be motiving too. And remember that a crisis brings out the best in some leaders so, encourage leaders to step up and make the most of these opportunities.
As you select and engage your leaders to achieve success, keep this in mind—leaders don’t just appear overnight. Like anyone else, they need continuous training, development, encouragement, and room to make mistakes. That’s especially true during times of crisis when stakes and stress levels run even higher. If your leaders have what they need to succeed, they can give the rest of your organization what it needs to succeed as well.
For more information on a solution that uses feedback, insights, and reliable data to develop capable, confident, and successful leaders, contact LePhair Associates Ltd.
Lucy Arkell, General Manager
LePhair Associates Ltd.
LePhair Associates provides employee assessments, training and consulting services to businesses that appreciate their people are essential to their success. With more than 60 years of combined P&C industry experience, we have a track record of helping businesses achieve breakthrough results in company performance. Our advanced assessment information combined with customized sales, service, and leadership development training programs, helps companies get the right person in the right job, develop processes to coach, train, manage and motivate them to greater success.