Even though remote work structures and tech-driven set-ups have been in vogue for a while, 2020 has accelerated digital transformation by a few years, if not more. Workplaces across the globe are undergoing transformation at breakneck speeds; and while digital acceleration continues to take place, leaders need to simultaneously prepare for imminent change in the context of employee productivity, employee engagement, rewards and recognition programmes, and overall organisational well-being.
The fact of the matter is that even though the pandemic has impacted all sectors in unpredictable ways, the widespread repercussions on the economy will be felt for years to come.
The bigger question is: What next?
The honest answer to this is that nobody might actually know what is coming. From a factual standpoint, we currently lack credible data to predict when the world will return to even a semblance of normalcy. Until then, leadership needs to undergo a monumental shift.
Especially during a crisis, employee feedback and active listening are paramount. In fact, building trust, easing anxieties, and calming fears become part and parcel of a leader’s portfolio, if not the most important bit. Leaders must therefore invest in building their empathy as well as their emotional resilience levels.
First things first. It is important to define resilience and understand what it takes to build leadership resilience when navigating through uncharted territory. Simply put, it is the capacity with which an employee is able to bounce back after going through a phase of adversity, respond to change, feel a sense of control over his or her own workflow, and establish a sense of community at work.
この記事は Indian Management の October 2020 版に掲載されています。
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この記事は Indian Management の October 2020 版に掲載されています。
7 日間の Magzter GOLD 無料トライアルを開始して、何千もの厳選されたプレミアム ストーリー、9,000 以上の雑誌や新聞にアクセスしてください。
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