Self-quarantine
If you had asked me a month ago to write a post on working from home, I would have said no because there are hundreds or maybe thousands of blogs on this subject already. But let’s face it, working remotely because of a global pandemic brings unprecedented challenges to higher ed. leaders.
It’s not enough to know you need to dedicate a specific space in your home for work, to create structure, set boundaries with family members, be self-disciplined, take breaks, and achieve daily goals. Working from home occasionally, when you need to get away from interruptions to focus on a strategic plan or accreditation report is easy. But leading your teams when fear is pervasive and everything feels out of control requires you to be courageous, strategic, and emotionally stable.
Remember who you are
On campus you are an executive, you have an assistant who helps you and filters interruptions. You have systems and processes, and most things are set up to help you do your job effectively. At home, you are a mom, or a dad, or a spouse, or your pets’ guardian, or just a human being feeling uncertain. You have a different identity, different roles, and different habits and behaviors than you do at the office. But you need to remember who you are, professionally, and continue to lead.
Take some time for introspection. What kind of leader are you? Observe your thoughts and emotions. What can you learn from this situation? How do you want to respond? It’s important to be intentional and not act from fear. How can you help? How can you serve?
Your team needs you
One of the questions that has come up with many coaching clients is how much to communicate with your team members. Some leaders are afraid to be perceived as micromanagers or to make people feel that they are not trusted, so they don’t communicate enough. Others are so worried about issues related to people working remotely that they schedule far too many “check-in” calls.
Please keep in mind that your employees who are doing a phenomenal job under normal circumstances have different challenges now. They may have young kids at home that make it difficult to focus on work. They may be caring for elderly parents and be terrified of the virus. They may also worry about money, even if their employment is not threatened, because of the stock market crash, thoughts about an inevitable recession, or perhaps some family members being laid off.
My point is, focusing on work can be difficult for anyone experiencing fear and anxiety, but you can help them feel better by continuing to be present in their lives and help them succeed. Reassuring words, a calming tone, and enough communication to continue to feel part of a team can help people press pause on their worries. You can give them a sense of purpose and make their work fulfilling. So, don’t disappear for fear of looking like you micromanage!
Support and accountability
Should you set expectations and keep people accountable? Yes, absolutely. But do it with compassion and make people feel safe to speak openly about their struggles. Someone might need flexibility in their work hours because their kids need attention during the day but they will catch up in the evenings. Keep them accountable to get their work done but be flexible with details that don’t impact outcomes such as flexible hours.
You may have people on your team who are not comfortable using technology and need someone to walk them through how to use videoconferencing or file sharing. That’s an easy fix once you know what is needed and who can help. It’s been heart-warming over the last couple of weeks to see people step up to help others. Help facilitate teamwork and solidarity.
Be their rock
As leader, it’s critically important that you pay attention to what you say and how you make people feel. If you worry about everything that can go wrong and share your thoughts with your team, your fear and anxiety will spread. To earn people’s trust, and to keep it, you have to be honest so don’t lie or sugar coat anything but choose intentionally what to focus on and what to communicate.
There is a tremendous amount of sadness and grief, don’t deny it, but provide a respite from it by giving people a sense of purpose and fulfilment. Make people feel seen and appreciated. Also, think about what aspects of the work can still be controlled and help people feel in control. Uncertainty and fear can be reduced by focusing on something we can make happen, regardless of circumstances. Take a moment to think about it. How can you help your team members feel in control of something?
The next few weeks may be the most challenging in your entire career. There is no better time to add a coach to your team. Click here if you would like to schedule a complimentary call with me to discuss working together one-on-one and/or providing coaching for other executives that report to you. Your time is limited. Instead of trying to be all things to all people, let me take some of the weight off your shoulders.
This post is getting long but I have so much more to say… Keep an eye on my upcoming blogs on how to feel your best in these challenging times, how to motivate your teams, and how to create a new normal in higher ed. Let’s stay connected. Let’s help one another. We’ll get through this. Talk to you soon.
About the author: Dr. Audrey Reille has empowered thousands of professionals through one-on-one coaching, group coaching, speaking engagements, and online courses. Audrey is the go-to coach for leaders in higher education administration. She empowers them to thrive by reducing stress, optimizing strategies, improving professional relationships, and developing a strong and empowered mindset.