Every organization has a culture, whether the leadership team has tried to build it intentionally or not. That culture sets the tone for everything that happens within the organization, from who is hired and how people are rewarded and retained to customer satisfaction and ultimately, profit. The good news is you do have a choice to build yours intentionally.
With vaccination rates increasing rapidly, offices are slowly beginning to open back up–many planning to implement a hybrid approach. And we recognize that some employees have been in person and on the job for the duration of the pandemic.
What’s important to note is that not every organization has an adequate plan in place yet to enable their employees’ success in a hybrid setting. We know from experience that face time with employees is important. And even as some recognized a benefit to slowing down (or stopping) travel for business meetings and team gatherings, we’ve also seen that Zoom-only might not be a viable long-term replacement for all of our pre-COVID in-person interactions.
If you had a successful business in 2019, you likely experienced some tough setbacks or in other cases, unique opportunities for growth during 2020. Fast forward to 2021, and we’re still working in a very different context than we were before. Most of us are now working either partly or entirely online. Many organizations are either launching or attempting to reinvigorate their DEI initiatives. So, how can we be effective and change-positive stewards for our organizational culture now?
Leaders must possess myriad skills to get where they are and to be successful. And the list of skills necessary to lead may be different depending on who you ask.
Leaders who are already pivoting their companies to thrive during crisis likely possess at least two of these skills already. However, all four of these skills are infinite skills.