Want To Create Resilient Leaders That Thrive During COVID-19? Here’s What You Need

COVID-19 is disrupting the way people live and how workplaces operate around the globe. Returning back to the status quo will be nearly impossible. Companies have shifted their focus from long-term to short-term strategies in an effort to survive COVID-19. Employees emotions are heightened due to the uncertainty of how long this pandemic will last.

The greatest challenge management faces is being able to find a balance between being empathetic and authoritative. In addition, they’re haphazardly trying to learn the necessary skills to lead their newly remote team. As the C-suite scrambles to establish a business continuity plan and pivot the business to meet the current economic needs, they’re less available to provide the training their managers require to thrive during COVID-19.

Employees are a company’s most valuable asset and if they want to survive and succeed this crisis they need to invest in developing their managers. Investing in the development of management can be done without spending money. In fact, sometimes the best development is done by leveraging existing resources.

Companies around the globe spend $365 billion on training and educating employees; U.S. companies alone spend $160 billion yet employees find it difficult to put what they’re taught into practice

63% of millennial managers said their leadership skills were not fully developed and 71% of them expect to leave their company within the next two years

83% of organizations believe it’s important to develop leaders at every level yet only 5% have fully implemented leadership development at all levels

If managers lack the training to succeed in their position they’re going to lack the confidence to manage their team during a crisis. Pandemics, organizational changes, crises and remote working all require specific skill sets that don’t come naturally. Additionally, managers need support and guidance as they learn and implement these new skills.

Here are ways you can develop and equip your managers with the leadership skills they need to thrive during COVID-19.

Create A Management Mastermind

Generally, department managers are siloed only interacting with departments with whom they work. Organizing a management mastermind will unite disjointed managers and create a collaborative and inclusive community. C-suite involvement is crucial in leading and maintaining collaboration.

As companies are upended by COVID-19 and workplaces plunge into remote working, management needs a support system where they feel empowered. There are a variety of ways a mastermind can be formed and carried out. Some masterminds are informal while others are structured with discussion topics set for each meeting. It all depends on the culture of the company and needs of management.

The goal of a management mastermind is to create a safe space for all managers to come together and meet via video call to share challenges and best practices, seek advice, hold each other accountable, ask questions and support one another. When managers support one another, it inspires employees to do the same.

Establish A Channel For Sharing Resources

There’s an abundance of resources available free of charge to both companies and employees. What might be obvious and well-known to one isn’t to someone else. Establishing a communication channel such as Slack allows managers to come together to share resources that they find to be beneficial. Some examples can be TedX Talks, podcasts, articles, employee engagement ideas, apps and books.

As many companies adopt leaner approaches to survive the economic impact of this pandemic, employers are putting a halt to book clubs, audible memberships and other learning resources. There are free alternatives. Apps such as Overdrive, Hoopla and Libby allow users to check out books free of charge with a local library card.

Bring In A Virtual Coach For Individual Or Team Development

Traditionally, the mindset around self-help resources and coaching was that those who needed it were weak. Today, that mindset has shifted after leaders such as Bill Gates, Jeff Bezos, Sheryl Sandberg, Sundar Pichai have praised the results of having a coach. Many coaches provide 1:1 and team trainings which can also be done remotely.

Coaches are trusted confidants that have the best interests of the individual and company at all times. By asking powerful and thought-provoking questions, coaches help managers identify innovative solutions, draw on strengths and improve weaknesses, establish new habits, be empowered to implement new strategies to improve their time management, communication, relationships and hone their leadership soft skills.

Many might be reading this rolling their eyes right now as they adopt a leaner approach during the COVID-19 crisis. However, it’s in times of crisis when the stability of a business is tested. If managers lack the skills to drive their team forward, their poor leadership will not only hold back their employees but also the company. When managers are well-equipped and confident to lead their team, their employees are happier, more productive and are high achieving performers. Likewise, job satisfaction and retention increase.

Have Weekly Learning Sessions

Virtual learning sessions are events centered around developing the skills of managers to help them be more effective leaders for their teams. These sessions are similar to a lunch and learn in that each session has a defined topic with a guest speaker leading it. These can be hosted by human resources, C-suite, managers and external experts. Some training topics to consider are time management strategies while working from home, stress management, emotional intelligence, resilience, effective communication, employee engagement, practicing proper health and wellness, positivity in the workplace and more.

If companies have the budget, they can also invest in LinkedIn Learning or a third-party training for their management team. Management can then come together on a specified date to share what they’ve learned and how they can put it into practice.