Five tips for leaders for a championship year

The year 2020 changed the world like none other. It disrupted the way people interact, how schools function and the way we do business. Not surprisingly, this dramatic paradigm shift forced us to look at what we were doing, reassess and find new ways of doing everything—all in a tight timeframe.

We learned so much about ourselves. We realized we could be productive, collaborative, and social from great distances. Organizations realized that individuals and teams continue to work toward common goals – no matter where they were or how widely disbursed they were. We’ll carry these lessons learned last year for the rest of our lives.

But where do we go from here? The new normal IS business as usual, how do we maintain relevance in this new landscape?

 

Start with a plan.

 

Now it’s time to strengthen your team as you look toward a better 2021. While individual and collective goals may have changed dramatically over the past year, you all went through something big together. Now it’s time to take the lessons learned and apply them to your new goals in the new year.

As a leader, your job is to keep everyone’s eye on the prize or the collective goal you’re trying to achieve. Create a buzz around that goal to build momentum and support the team as they work toward it. Lead your team as they work together toward that goal like a coach leads an athletic team to win a game or a championship – and create bonds that transcend the workday.

But a leader’s job is twofold. While you shepherd your cohesive team, you also need to keep your finger on the pulse of the world at large. According to the University of Queensland, building a positive culture with remote teams, adopting a change mindset, incorporating wellbeing leadership and avoiding ethical blind spots will drive leaders in 2021. As a leader, this is your year to be the change.

 

Take advantage of the new remote workplace

 

By now, we know how to use technology to connect and collaborate from anywhere in the world. Leaders who embrace this new culture will find it’s easier to recruit and retain talent because remote work eliminates the barrier of the physical office.

Organizations large and small are leveraging technology and workflows to help them do their best work no matter where they’re located. Teams can use the technology after hours too.

Events like happy hours or team lunches – where your team can connect, socialize, and network with one another outside of the workday can still happen with a remote office model. And they’ll go a long way to keeping employees connected and feeling like part of the team.

 

Embrace the changing culture.

 

When the pandemic hit last year, it forced many companies to accomplish their three-year technology plan in three months. Technology at these companies is taking on a new role – and it’s changing so fast, it’s hard to keep up.

Offices will always have individuals who embrace change at varying rates. But, when a change mindset comes from the top-down, employees will be more adaptable to the change.

 

Incorporate wellbeing leadership.

 

Today’s leaders take a holistic look at what their business is doing – and even reevaluate their brand to express values like sustainability, and diversity and inclusion. Initiatives like corporate wellness have been around for a while, but 2020 showed us just how crucial those elements are at work and home.

The great thing is, even with a remote workforce, wellbeing leadership is possible. Bu allowing employees to continue to work from home, companies are reducing greenhouse emissions. Having open conversations about how employees are feeling is improving mental health. Taking a good hard look at where their company is in terms of diversity and inclusion is ushering in a more diverse talent pool that delivers a better product. And, providing online fitness classes to a remote workforce helps with physical health and improves overall morale.

 

Say goodbye to ethical blind spots.

 

Underscoring all of this is a shift in attitude from “you’re our employee” to “we care about you.” And they’re finding that by investing in the whole employee, they’re getting a better employee.

By focusing on overall culture rather than a product, leaders can better avoid ethical blind spots. When leaders establish a set of values around doing what is good and right – and center that set of values around the employee, it inspires employees to do good – not just meet quotas or save the company money. And that’s ON Point.

At ON Point, we’re here to help leaders like you take 2021 by storm. Whether it’s wellness leadership, navigating the remote landscape or cultivating a change mindset in your organization, our coaches can help you navigate those challenges. If you’d like to learn more about building a strategic action plan that works, reach out today.