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Leading in the New World of Work , Deloitte’s Global Human Capital Trends 2015 report, was released recently. Always a worthwhile read, one new trend jumped out at me as “no duh” yet “ah-ha” leadership opportunity:
- Work complexity is a top challenge. “Technology, globalization, and compliance needs continuously add complexity to work. Left unaddressed, this can lead to an organizational environment that damages employee engagement, lowers quality, and reduces innovation and customer service. At the same time, technology and design thinking are converging in a way that can offer significant opportunities to get ahead of the curve. Business and HR leaders should put ‘simplification’ on the agenda for 2015 and focus on individual, organizational, and work-specific programs that reduce complexity and help people focus on what really matters.”
Okay leaders, as we say in rural Nebraska “the horse is out of the barn.” If that doesn’t resonate with you, how about “that ship has sailed” or “you can’t unring that bell.”
You know what I mean. You feel it too. Work is more complex than ever before. That complexity hampers, even deeply hurts the people who are the lifeblood of your business: your employees.
What needs to be at the heart of the leadership in complex times? I don’t believe its more complexity like new technologies, new programs, new directives. I believe its simple. Leaders must be more empathetic, kinder, more caring–simply put–fundamentally more generously human.
Guidance: 5 Practices
“When the world seems loud, we must be quiet. When the world seems evil, we must be good. When the world seems terrifying, we must comfort ea ch other.”
I love this unattributed quote. No buzzwords. No biz talk. This very simply stated humanistic guidance is what you as a leader can reflect upon and take action around. Try these simple practices to begin clearing the complexity fog for yourself and those counting on you to lead well.
1. Get quiet.
Make reflection time and active listening a core quality of your simply human leadership. Leaders, ask yourself: How often do I get quiet?
2. Acknowledge fear…and let it go.
Fear can stop any one of us from bringing our best self to the new world of work. Being a leader doesn’t mean never being afraid. Try acknowledging fear out loud or on paper and then, let it go. Another practice to try is to look in the mirror and say, “I acknowledge that I’m afraid. Today, I let that fear go. Fear will not stop me.” Leaders, ask yourself: How well am I acknowledging and letting go of my fears?
3. Invite others to acknowledge their fears…help them let those fears go.
Not allowing others to acknowledge their fears can be a painful obstacle to relationships and results. I believe that most people operate out of fear much of the time. Leaders, ask yourself: How can I help others acknowledge their fears and let them go?
4. Notice the bad and how you react to it.
It is beneficial to notice the bad, learn from it, and practice letting go of any emotionally reactive leadership behavior. If you’ve fallen into the “only good news” trap, the no-truth-to-power cycle, get yourself out of it fast and forever. Leaders, ask yourself: How well do I notice and invite “bad news” without becoming (negatively) emotionally charged by it?
5. Be specific with your gratitude.
We can count on complexity, conflict and change – consider it your sacred leadership purpose to be grateful and to model gratitude in simple and specific ways. Leaders, ask yourself: How many times today did I specifically state my gratitude and invite others to state what they’re grateful for too?
Leaders, when the world seems at its most complex, let’s focus on what’s simple.
Get quiet. Notice bad but don’t let it overwhelm. Acknowledge fears and let others acknowledge their fears too. Get specific with gratitude and make the space for others to state their gratitude too. Clear the complexity fog by being more human, more empathetic, more compassionate with others—and with yourself.
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