Leading Through Difficulty

One morning I noticed several “new” followers on my IG, only most seemed to have fake names. I quickly realized the source. Sometimes leadership isn’t popular and decisions are not celebrated by all. Did it make me mad? Yes, and frustrated. It wasn't fair and it wasn't right and it wasn't the first time I have experienced something like this. It is normal to have it feel bad and important to remember that just because people are upset with you, that does not make you a bad leader. The IG comments and DM's are a reflection of their character not yours.

When a client tells me they aspire to the President or CEO role, my first question is - how thick is your skin? No matter how collaborative you are, how much Emotional Intelligence you possess and how much you value the people you work with - at some point there will be a situation that places you at odds with key constituents. It’s not easy, it’s not fun, but it is part of leadership. Your job is not to make everyone happy all of the time or to make everyone like you. Your job is to run the organization or your department with grace, empathy and humility and sometimes that is hard and you have to make difficult decisions or you have to carry out difficult decisions. 

Fortunately, not all adversity results in nasty IG comments and DM’s, but it is important to consider the outcome of decisions and actions. Will others take exception to this? How will it impact the workforce and your customers? Will it impact pay, benefits or schedules? How will you communicate the decision and how do you intend to share this with the rest of the team? Here are a few things you can do to make sure you are setting the organization and/or your department up to make the best of the situation and to lead your team through it.

1. Reflect on the mission, vision and values of the organization and how what is occurring is congruent with those. If it isn’t, perhaps reflect on the decision.
2. Craft messaging that articulates why this is occurring along with goals and objectives [Template and Example Download below]
3. Cascade communication so that your leaders (if applicable) hear it first.
4. Communicate frequently and transparently with empathy, grace and humility, share critical information timely and accurately to all constituents, tie back to original messaging as well as to the mission and vision.
5. Empathize with those who are struggling yet also set clear expectations for moving forward.
6. Provide a time-line for when this will be done and allow a process to move on. 
7. Close out the situation.
8. Continue to communicate and share successes. 

Eventually this will pass.

Download File Here