How Managers and Leaders Can Create [Workplace] Calm After the Storm
There is no doubt that this past election created a storm. Raging tempers, severed relationships and extreme emotions have marked this period both in and out of the workplace. Add to it the tensions around protests for racial equality, a raging coronavirus and the destructive impact of nature’s storms and wildfires and it’s easy to see that anyone – regardless of their level at your organization – is at their breaking point.
What we all desperately need is calm after all this turbulence. Our best thinking leads to our best solutions, but we can only get there when we are calm. Being calm unclouds the mind, which lets us be present enough to wisely understand our situations and identify meaningful responses. Most often, this is done by engaging productively with others. After all, raised tempers encourage reacting not responding.
Creating organizational calm may seem foreign or even out of reach at the moment. But we can’t just wish for calm or less turbulence; we need to create an intentional plan to get ourselves free of the heaviness of this past year, and it starts from the top down. Today’s leaders can be ready to help their organizations successfully learn to access a place of calm once they figure out how to do it for themselves, first. Here are some ideas how:
- Be a role model. Your teams watch you and how you respond. As you go, so do they. Use this moment to develop your mindfulness practice, a way to stay calm on the inside regardless of the noise and distractions on the outside. Developing a mindfulness practice includes making time each day to calm your body, quiet your mind and open your heart. This can include taking time to meditate, reflect, journal or just sit quietly. When this becomes part of your day, it inspires a greater sense of inner calm. Without making the intentional effort to develop the internal stamina to show up wisely, compassionately and intentionally, it’s easy to get caught in the emotional reactions of today’s challenging situations. When you do this, you miss the opportunity to engage and inspire others to work toward successful outcomes.
- Understand your employees’ stress level. As with any change or period of stress, it is important to be more tuned in to what is going on with your employees. Consider increasing the frequency and type of contact you have with each employee to better understand what is going on with each of them. During these touch points, ask more direct questions about their stress and anxiety levels, and watch and listen for challenging, distracted or destructive behaviors. This type of connection plays a critical role in giving you accurate insight into where your employees are and it will therefore guide you in knowing how to help (or if you need to get them help). This might seem like something else added to your plate, but when you make this an intentional practice, it becomes second nature and helps you become a better manager, too.
- Help or get them help. Offer some of your own experiences in your efforts to stay calm to help guide them in a direction that works best for them. It could be taking a greater number of short breaks, writing lines in a gratitude journal, increasing exercise or staying in touch with people they care about. Sharing your approach can give your team ideas to consider and try. After all, the ability to be responsive instead of reactive is their responsibility. Separately, be aware of what mental health support options are available if any of your team needs professional help to handle today’s storms. Ensure that you support their self-care and respect that this moment in history is exceptionally demanding.
Though storms will always be part of our days, this seems to be a particularly complicated moment. For many, this may be what tips them over the edge, amplifying their feelings of anxiety, fear, concern and distress.
So ask yourself: what can you do as a leader at your organization to ensure the wellbeing of each of your employees is met? Consider how you can help them help themselves to stay calm in any storm, whether it’s personal or professional.
A little calm goes a long way.
By Jay Forte
Consider reading 4 Things Managers Can Do to Help their WFH Employees Celebrate the Holidays