Leadership In The Post-COVID Era [A Significant Leadership Perspective Shift On Leadership]

‘Walking the Talk’: Significance of Implementable Leadership in the Post-COVID Era.

The globe is going through a difficult moment right now. The business world is in a crisis, and executives are under a great deal of stress. COVID-19’s humanitarian impact is causing worry among employees and other stakeholders. Corporate leaders are scrambling to respond to the crisis’s enormity. In the middle of the crisis, everyone is filled with fear, uncertainty, and bewilderment.

What are leaders supposed to do during an outbreak so big?

Leaders must overcome the normalcy bias, which can cause them to underestimate both the probability of a problem and its impact to see a sluggish catastrophe for what it can become.

Leaders can begin to develop a response once they detect a problem. They cannot, however, respond as they would in a typical emergency by implementing pre-determined strategies. Practical answers get primarily improvised during a crisis, which gets characterised by unfamiliarity and uncertainty. They might include a wide range of measures, including not just temporary changes (such as establishing work-from-home regulations). But also long-term changes (such as adopting new collaboration technologies) can be advantageous to sustain even after the danger has passed.

How does implementable leadership work in post COVID era?

Any organisation’s success is dependent on its members achieving their objectives; yet, this is often easier said than done. Leaders must consider that all deadlines are met, and the followers do not burn themselves out. Leaders must use the resources of the organisation effectively. This goal is accomplished via solid leadership. Task-oriented actions are helpful in this situation.

• Planning: Prioritizing and arranging labour, allocating tasks, scheduling activities, and distributing resources are all examples of planning. Several planning strategies are available, but a common thread that runs through them is creating visual representations of what people must complete activities and when they must be completed. Leaders can encourage the usage of bullet journals or apps that promote planning and organisation.

• Communication: Employee morale, target accomplishment, and even missed revenue are all negatively impacted by poor communication and misconceptions. Work duties and tasks; objectives, priorities, and deadlines; performance standards; and related laws and policies are areas where influential leaders must explain and improve understanding among their followers. Make generic policies and procedures manual. Every day, no leader can fully explain things to their people. You also don’t want to waste time explaining the same rules or expectations to many people. Instead, develop simple regulations and procedures that people may find in a handbook. The majority of employee handbooks include basic information regarding roles and rules.

On the other hand, organisations should customise them to their unique needs, which may consist of everything from safety measures to staff benefits. Leaders can use meetings for more transparent, more precise communication. Although policy handbooks can define general organisational objectives, they are unlikely to address the specifics of what each employee must accomplish for their unique and presumably ever-changing work assignment. This is why you must meet with your fans frequently.

• Reviewing performances: In an ideal society, leaders would merely notify followers of their responsibilities, and followers would execute them flawlessly on time. However, we live in the real world, where followers frequently face unforeseen difficulties, veer off course, or just make mistakes. As a result, good leaders keep an eye on their following. Employees may utilise the data gathered from monitoring to spot problems and improve follower performance. Unfortunately, many businesses fail to keep track of their performance.

• Problem-solving: Every problem does not have a single solution. However, researchers have discovered a core set of procedures that people must follow to solve problems effectively. The first three stages are concerned with identifying the problem and developing solutions, while the last step is selecting the best solution to execute. Of course, rather than just providing as much information as possible, leaders should encourage followers to discover essential facts. However, avoid giving precise suggestions or cues that could lead followers to focus their search on what you already believe is necessary or relevant. This method will encourage followers to get fixated on a single path of action, limiting the availability of new ideas.

Leaders need behaviours and attitudes that will keep them from responding to yesterday’s events and help them look ahead during a crisis, not a predetermined reaction plan. In this essay, we look at five such behaviours and the attitudes that go along with them that can help leaders deal with the coronavirus epidemic and future crises.

I coach and empower small and medium business owners and leaders with the skillset and mindset required to build, stabilize and scale their teams and business with grit and grace.