In today’s fast-paced world, leaders face the challenge of guiding their teams through external and internal changes while maintaining a positive and productive atmosphere. The past five years alone has served as a massive case study in the word “pivot.” If we were to widen the lens of what the nature of work looks like, say roughly 100 years, we’d see how often the definition has been reshaped by technology and culture. It wasn’t until 1916 that the United States standardized work hours through the ratification of the Adamson Act, making 8hrs the legal standard work day. Prior to that it wasn’t an uncommon expectation for employees to report for 10 hours a day.
If you got into a DeLorean with a flex capacitor affixed to the hood, landed in 1972, and walked into the corporate office of any of the leading companies (Exxon, Ford, Proctor and Gamble etc.), you’d be met with the sight of strongly defined workspaces. The work culture of the time emphasised individual focus, and encouraged employees to stay in the box of their job role. The cubical was both a piece of furniture and a state of mind. A major contrast to the more collaborative cultures and open workspaces seen in the 2000s onward. Whether this shift to placing a higher value on social collaboration is a byproduct of the increased connectivity offered by social media, or if technology only made possible the human connectivity intrinsically desired, is up for debate. What we do know is that it’s radically shaped how people interact, to the point where we’re now stuck trying to find the point of maximum return pertaining to human connection and productivity.
Which brings us to today’s battle royal: remote work vs. return to office. Regardless of what your organization’s goals are in this area, here are a few practical tips and reminders as you move toward them.
Creativity & Collaboration
Leaders should encourage innovative thinking, allowing team members to experiment with new ideas and problem-solving approaches. A collaborative approach makes team members feel more engaged and invested in the process, and also demonstrates trust in the team’s ability to handle challenges in their own way. It’s quite possible that leadership could be anticipating and adapting to objections to change that don’t exist or the wrong ones. How unfortunate it’d be for an organization to invest in an onsite gym as a company perk to only find out that the largest complaint is the thermostat setting.
Manage Timelines Flexibly
Leaders must be adaptable, willing to adjust strategies, timelines, and expectations as necessary. This is a long game, not a short one. While it can be frustrating at times to have to delay business goals to maintain internal health, human capital is an expensive and timely resource to replace. Allowing the workforce time to adapt is a valid way to protect the bottom line and maintain a positive reputation in the employer market. Bob Hope, one of the greatest entertainers of his time, was once asked how he got to where he was in his career and responded: “I grew up with six brothers. That’s how I learned to dance – waiting for the bathroom.” Following Bob’s lead, any delay in timelines can be used to evaluate organizational needs, goals, and even develop a new business opportunity.
Maintain Relationship
Maintaining positive relationships is at the cornerstone of ethical leadership. As change can often bring uncertainty, it’s essential for leaders to prioritize the well-being and mutual respect of their employees. We know that words matter, tone matters, and how we treat people greatly affects their sense of loyalty or commitment. Respecting individual differences, offering support during transitions, and fostering a culture of inclusivity ensures that team members feel valued and respected, no matter what changes they face. After all, how we treat people is less of a reflection of their character, as much as it’s a reflection of the character of those leading.
In conclusion, leading through change requires more than just strategic decisions—it requires a commitment to creativity, flexibility, and human dignity. By embracing these values, leaders can help their teams navigate uncertainty with confidence, ensuring long-term success in an ever-evolving work environment.
Need help leading through a season of change? Frank Group offers organizational coaching and consulting, as well as placement services. Propel your organization today.