Remote working should force most business leaders to think hard about how they lead. Especially as tomorrow’s world of work will be a lot more remote than yesterday’s.
For many team members, it creates much higher levels of independence than they’ve felt in an office. That level of autonomy can be really empowering.
Many no longer feel micromanaged. Dare I say it, it’s as though they’re being treated like adults!
But many organisations and leadership styles weren’t built around autonomy. They were built around control. Often, well-intentioned leadership team *hope* itself into believing that they’ve empowered their team.
But I rarely see that as being the reality.
If you want to have a team executing strongly, going to autonomy amplifies 4 needs:
– Purpose. Where are we headed and why?
– Objectives. What do I need to achieve?
– Values. What are my responsibilities to others as I do it?
– Collaboration. How do I work effectively with everyone else?
Leaders need to figure this out for the crisis and for the world that comes after. That’s why your planning needs to be both for the crisis and the recovery.
One integrated approach to get through now, and scale your success after.
To talk to Iyas about how to protect your business through the crisis and build a stronger and more purposeful one coming out of it, just book a time to chat.