Much of leadership is managing change. Change means letting go of comfortable habits and familiar routines and embracing risks. That creates fear, uncertainty, and doubt.
The massive layoffs have been so intense and so disorienting for many. Anxiety and insecurity increase while lowering productivity and morale. While all this is extremely tough to process, going through uncertain times truly brings perspective. The ability the throw yourself into the unknown and figure out undefined work is what puts you on a growth path as a leader.
Uncertainty is the place where we learn.
Whether you've been laid off, or remained at a company that is going through significant reorg, I acknowledge things are not easy for you.
So how do we cope with this?
There’s no easy answer. Let’s talk about what I’ve found to work, and what I recommend right now to help cope with ambiguity.
Choose your priorities
Under uncertainty, you have to put the keel in the water yourself. You need to ruthlessly prioritize the initiatives that will have the highest impact. Get better organized and disciplined. What is mission-critical to focus on? What opportunities will you focus on? What experiments can you do to make progress?
Have open and candid conversations with your team and learn how they react to the change. Assess your team's general attitude towards adaptability. Do they see it as an asset or a risk not worth taking? Make yourself available to hear your team's feedback. Let people know that the company is going through a significant organizational change and while some things are beyond your control, you are there to support them.
Set intentional goals
Make a plan for how you’ll achieve your priorities. If helpful break your goals into categories like learning, performance, and personal goals. What knowledge or skills do you need to move forward? How can you best absorb and acquire that information and those abilities? What progress do you hope to make within the next 3 - 6 months? Think about balancing both short and long-term goals. Who are the key people you need and want to build relationships with? How can you establish and foster those relationships?
Deb Liu's 30-60-90 days framework is a great framework to adapt to your needs, define priorities, timeframe, and commitments when navigating change.
A change can be seen as scary, uncertain, or risky. Or it can be seen as an opportunity for learning, and growth. Explore this uncertain, groundless path with curiosity and an open mindset for how things actually are, and what is the opportunity, rather than having to know all the answers.
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Much of leadership is managing change. Change means letting go of comfortable habits and familiar routines and embracing risks. That creates fear, uncertainty, and doubt.
The massive layoffs have been so intense and so disorienting for many. Anxiety and insecurity increase while lowering productivity and morale. While all this is extremely tough to process, going through uncertain times truly brings perspective. The ability the throw yourself into the unknown and figure out undefined work is what puts you on a growth path as a leader.
Uncertainty is the place where we learn.
Whether you've been laid off, or remained at a company that is going through significant reorg, I acknowledge things are not easy for you.
So how do we cope with this?
There’s no easy answer. Let’s talk about what I’ve found to work, and what I recommend right now to help cope with ambiguity.
Choose your priorities
Under uncertainty, you have to put the keel in the water yourself. You need to ruthlessly prioritize the initiatives that will have the highest impact. Get better organized and disciplined. What is mission-critical to focus on? What opportunities will you focus on? What experiments can you do to make progress?
Have open and candid conversations with your team and learn how they react to the change. Assess your team's general attitude towards adaptability. Do they see it as an asset or a risk not worth taking? Make yourself available to hear your team's feedback. Let people know that the company is going through a significant organizational change and while some things are beyond your control, you are there to support them.
Set intentional goals
Make a plan for how you’ll achieve your priorities. If helpful break your goals into categories like learning, performance, and personal goals. What knowledge or skills do you need to move forward? How can you best absorb and acquire that information and those abilities? What progress do you hope to make within the next 3 - 6 months? Think about balancing both short and long-term goals. Who are the key people you need and want to build relationships with? How can you establish and foster those relationships?
Deb Liu's 30-60-90 days framework is a great framework to adapt to your needs, define priorities, timeframe, and commitments when navigating change.
A change can be seen as scary, uncertain, or risky. Or it can be seen as an opportunity for learning, and growth. Explore this uncertain, groundless path with curiosity and an open mindset for how things actually are, and what is the opportunity, rather than having to know all the answers.
GRATITUDE
People who support Leadership Circle
Deepest thanks to the following people who graciously offered feedback and support while beta testing Leadership Circle.
