Today’s Tuesday Reading is from Brian McDonald, Founder of MOR Associates. Brian may be reached at [email protected] or via LinkedIn.
“An Election and a Nation on Edge” was the headline of the Boston Globe, November 3.
An inside headline stated, “an outcome where the only certainty is uncertainty.”
Leaders need to step up at all levels when we are faced with heightened uncertainty, even more so when a backdrop of tension fills the air. Whether it is a worrisome election outcome or a pending realignment or an innovation that looks threatening to people. Leaders need to recognize the current state, understand the mood, and decide how best to help in these challenging times.
In the next 48 to 72 hours, there may be growing tension over the uncertain outcome of this presidential election. Even with a definitive result, there may still be considerable dissension. The political views on the candidates and the issues have hardened and there has been little room for building a shared view of the future.
Our role as leaders, whether it is in our communities or across our workforce, is to model the calm, levelheaded tone needed to reassure people that we will get to the other side of this. As leaders, we want to ensure that people retain the civility and respectful interactions that help lower the temperature rather than turn the heat up.
Leading During Times of Uncertainty and Heightened Tension
Leading from where you are proposes you can influence people as well as the dynamics whether it be in your immediate sphere of influence or beyond. There may be people in the days ahead who are upset or angry or disappointed or depressed over the events taking place between November 5 and the days that follow.
These sentiments may also be apparent when other changes take place. There are often mixed reactions to a realignment that consolidates different roles or when there are leadership transitions that dramatically change the direction or when someone offhandily suggests that AI will be replacing specific jobs.
In any of these situations it will be important for those who are leading or influencing others to be intentional in how you choose to meet the moment.
It is easier to step back than it is to engage. Yet it will more often than not be helpful to step up to listen and project the tone you would like others to adopt. As you engage, it will be useful to empathize with the emotions people are experiencing whether we agree with their perspective or not. In most cases, the person or group will be struggling to process or accept or reconcile what is taking place.
Here are some steps leaders can consider in these stressful times.
Equanimity
Start by doing a self-check. How are you handling this election and the accompanying uncertainty? Can you find a way to stay grounded and recognize the developments that are outside our control? Equanimity is the quality of staying calm, balanced, and composed in the face of both positive and negative experiences. It refers to an inner state of calm that remains unaffected by external circumstances. What will help you maintain your balance?
Engage
As we often shared in the closing session in years past at the MOR Leaders Program, “When you get the choice to sit it out or dance, I Hope You Dance” by Lee Ann Womack. Leading is an active pursuit, not a passive one.
As you think about the next few days, is there something you want to share with your work group or other colleagues or those outside of work regarding the election? Would it be helpful to say something today before a long night counting votes that may leave people tired and agitated? If there are other changes taking place, can you wait till next week to share these announcements or updates?
Encouraging
Encouraging people to recognize the norms and boundaries that come with our engagement with our work and with those whom we interact with when carrying out our roles.
Emphasizing
Emphasizing early on that words matter and how we say things can engage or enrage others is a useful reminder to people who may be caught up in the drama.
Empathizing
Empathizing with someone who is frustrated or disappointed involves recognizing what they are feeling. With most individuals or even in group settings, this ability to recognize and relate to what people may be experiencing can lessen the tension underlying the emotion.
Encouraging
Encouraging people to express their concerns or fears or disappointment in constructive ways whether we agree with them or not may give people the space to talk, and this can let some steam out of the kettle. The question you could consider asking focuses on people’s well-being, not the election. Something as straightforward as “How are people dealing with the uncertainty?” acknowledges the tension without inviting discussion of the results.
Enlist
Enlist others who have a levelheaded persona. Are there others who have been through MOR’s Leadership Program you can enroll in this effort? When the timing is right or there is an opening, enlist others to help create the desired climate. It will be helpful to model the behaviors that support an inclusive, respectful environment where people are able to communicate and accept their differences in a healthy versus divisive way.
Lead From Where You Are
“Leading from where you are” recognizes regardless of your role or title, you can exercise influence and help shape what will happen. Whether it is the response to an uncertain election, or the introduction of a new technology that some see as threatening or a pending realignment these are times when we can step up and work with others to ensure we support people getting through a challenging stretch.
When there is tension what do you find is most helpful?
Last week, when considering communication that sticks, we asked which aspect you want to work most:
- 59% said what I want others to feel
- 24% said what I want others to do
- 17% said what I want others to know
The majority of us identified the opportunity for us to better consider how our communication may impact the feelings of others. The Know-Feel-Do framework applies to this week’s reading, especially when considering feelings as emotions run high. What is one thing you could do this week to feel empathy and respect in their work environment as we each process any emotional responses in our own ways?