Pandemic Leadership 101
I think we had all hoped that we would turn the corner into 2021 and we would see the sun setting on the pandemic. The reality is that most of us realize we are really in this for the long haul. More and more, I am hearing things from my clients like:
We are all zoomed out and more isolated than ever.
My team is tired and we’re feeling disconnected.
I know the strategy. I am not sure how to get everyone through this emotionally.
I’ve hit a wall. I don’t know if I can do this any longer.
I don’t know how to support the members of my team going through significant life events and loss.
The pandemic is calling us all to stretch all our leadership skills, but perhaps none more than our empathetic leadership. How do we help our teams and organizations get through this emotionally? How do we support critical team members who are grieving? Who have a sick parent? Who is a single parent juggling at-home work and school? How do we lead when we are experiencing these things?
Those of us who are familiar with emotional intelligence as a leadership skill set know the answer: emotional awareness and self-management, recognition and acknowledgement of others, empathy, coaching, self-care. And we also know that doing this well under stress is a practice, a process, and a challenge.
The Practice
The practice of empathetic leadership is committing to awareness and intention, and showing up with purpose. Every day. Every hour. Or at least when we remember! Much like the practice of yoga where one day on the mat isn’t that effective, empathetic leadership requires day-in and day-out practice with attention and intention.
The Process
Not only is the pandemic on-going, but this kind of work is never one-and-done. There is no final answer, no arrival at the glorious destination. But there is an emergent present. When we lead empathetically, it is helpful to let go of the desire to fix it, get over it, get it right, or get on with it. It’s accepting the roller coaster. The ups, as well as the downs. Knowing that the rises and falls are both important – indeed, necessary to be fully available – and fully human.
The Challenge
And although the words on the page make it look so ridiculously simple – and in many ways it is – it is a challenge. While I don’t believe that the work needs to be hard (I know I have a lot of limiting beliefs about efforting!), it does take courage and persistence, as well as perspective so we don’t feel like we’re lost in the dark on those really hard days.
It’s tempting to wrap this up with an argument for leadership coaching. If you’re still reading, you probably thought that’s where I was going and you probably know the argument. I do believe that it’s true that leadership development coaches are essential right now. But it’s only a partial truth. The deeper truth is while we need support, support comes in many forms. If coaching is what works for you or your employees, that’s great. For others, the support may come in the form of a life partner who is able and willing to listen deeply, or a religious community, a therapist, a meditation group, to name a few.
But if there is one thing we know about empathetic leadership, the more emotionally demanding the work, the more support the people doing the work need. If you find yourself and your employees are stepping up and providing more empathetic leadership, how are you being supported? What do you need? Who helps you hold your practice? Who helps keep perspective on the process? Who can hold the quiet and listen, just listen to the challenges?
I am creating a community to talk about empathetic leadership and influence. We gather at the next Influence Roundtable on Thursday, February 25 from 1-2 PM EST. Visit www.amyrebeccagay.com/roundtable to register. The event is free, but space is limited. If you have something you want to talk about, let me know. We’ll will happily make space as we listen and support one another.