UPswing programs: Successful upswing management begins with you as a manager – in the crisis and beyond!

What can you do? How does leadership “in the crisis and beyond” differ from your leadership style in 2019? Here you will receive a 10-point behavior program that will help you to consciously adapt your leadership style to the difficult situation in the coming months!

Anyone who knows the Maslow hierarchy of needs (in Wikipedia at https://de.wikipedia.org/wiki/Maslowsche_Bed%C3%BCrfnishierarchie) will quickly understand what this sudden Corona epidemic does to all of us!

 

Image: The pyramid interpreted by Maslow’s hierarchy of needs.

Suddenly we see our needs shifted 1 to 2 levels down. Fears are spreading among our employees: What’s next? What will happen to me? What about my family? What about my job? Can I still pay my current bills? Etc.

Of course, this triggers completely different priorities in our minds than we thought about in 2019. Anticipated scenarios changed, therefore plans changed sometimes dramatically. In our work environment this will have very significant negative impact on motivation and effectiveness.

What can you do now in your position and situation? How do truly good leaders behave? Let’s take a look at what fundamental behaviors good executives actually do – what they’re doing right now, doing more and / or more intensely:

What can you do specifically?

1. Be calm and considerate!

“How can you be so calm and level-headed in this situation?”

Your calmness and prudence will radiate on to your employees – and reduces their stress. This gives your employees confidence and they can orientate themselves towards you.

2. Think and speak confidently and positively!

“Your confidence is contagious and inspires me!”

There is an opportunity in every crisis! This also directs your employees’ energies in a positive, creative direction – because it unblocks fears and uncertainty. Share and talk about small successes, even the smallest accomplishments day by day.

3. Decide quickly and bravely!

“You are so brave! I would not have dared to make this decision!”

Your employees now expect you to make a decision. Ideally, get advice from your best internal experts beforehand. Making decisions and communicating “the why” and “the where it will lead to.” This clearly gives your teams direction, perspective and orientation. Maintain difficult decisions consistently, even if those are not popular – and above all endure disputes and other opinions.

4. Show empathy!

“I would not have expected that you now have an ear for my problems and fears!”

Show honestly and authentically that the concerns and needs of your employees are important to you. That people are important to you! Invest more time 1: 1 with your people (even if it’s online or by phone). In times of crisis, this is probably one of the greatest challenges for every manager, since you already no longer know “what you should take care of first”. But precisely when you show this empathy – and you are authentic – that you gain the trust of your employees and their energy and commitment. Do you remember? “People don’t leave companies, but the leave their leaders!”

5. Act robustly and pragmatically!

“How factually you deal with the situation is amazing!”

Especially in crises, it makes no sense to use energy on irrelevant details or circumstances that you cannot influence. On the contrary: focus on what you and your team can do sensibly in order to position yourself in the crisis and especially after the crisis. Help and coach your employees in the different departments to find and do the right thing. Maintain regular contacts with your most important customers and suppliers. Exchange experiences and “best practices” with them. This strengthens your credibility and your contribution to the business success of your partners.

6. Develop a vision and talk about it!

The term “vision” is probably the most stressed and misunderstood term in business planning.
You all know the saying: “Our boss has a vision, he should go to the doctor!”

But if you now develop a vision as a target description for the next year and describe “Who will we be”, “What will we do (for whom)”, “What will our company look like and what will we do in addition or stop making ”, then you are authentic. Your employees have the chance to understand where the journey is going. They will identify with the situation and ideally contribute to make this pragmatic vision come true.

7. Inform and communicate a lot and authentically!

Especially in this crisis, a lot of different information, fake news and / or rumors are pounding on your teams.
Let your team see you personally (or if necessary online or by phone) – every day. Communicate important decisions and the reasons for them consistently. Be patient if you have to explain it for the 5th… time.

8. Create clarity!

What we do is … the exact situation is …, the facts we have are the following … the three major challenges in the next few weeks are…

Clarity of facts will help your team to focus on activities that matter. Coach them to do the right thing. Correct wrong ways and actions quickly.

9. Act exemplary!

“Walk the Talk!” – As we all know! “Now the boss is challenging us again and stressing us out, without becoming active himself!”
When your employees say something like that, it in no way increases your credibility as a manager. Ergo: tell your team what you are doing! Let them know what you have achieved! Tell them if you have made a mistake and correct your actions! In many cases, this means that your team will do the same to you.

10. Simple and effective!

Finally, you and your team must focus on the obvious things. Activities that make sense. Praise your teams and individual employees when you have achieved something effective.

We as the PERFORMANCE 5D team are happy to help you if you need active support or simply want to discuss individual points with us in more detail.

We look forward to your call (also with a personal appointment at Über uns) or your message at Kontakt.

Good luck – and stay healthy!