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Is it time to realign your leadership team?

Address challenges, find solutions, and thrive in the second half of the year.

2020 has been filled with ups and downs, changing priorities, and for many businesses – reductions in force. Restructuring priorities and roles can be taxing to those involved in the process. As 2020 continues in full-force with many businesses choosing to remain fully remote through the end of the year and bracing for more pandemic-related challenges this fall, it’s easy for teams to get a little scuffed along the way.

The Outstanding Company is here to help you get through these challenges and remain focused on your goals. To do this, we are facilitating a 1:1 Talent Strategy Session focused specifically on your team, using your data. Each 90 minute workshop is exclusive to your team and shows you how to adapt how you lead, realign your operations, and unfreeze your people.

Team Discovery 1 on 1 Workshop

Adapt how you lead

During times of crisis when the pressure to succeed is intensified, people tend to lean into and emphasize their strongest traits. For example, someone with a natural tendency to lead may be reacting to the pressure by trying to control every project and making all the decisions rather than collaborating with their co-workers and empowering others to contribute. It’s critical that all executives and department leaders are self-aware of their own tendencies and how those are showing up at work right now so they can make necessary adjustments.

Your leadership team should schedule time to meet to ensure that the appropriate people are leading certain initiatives. Several of The Predictive Index tools can provide insight during this leadership dialogue, including Reference Profiles, Team Work Styles, and Personal Development Plan. This blog about eight qualities of an effective leadership team can also help guide you back to your best selves.

Realign your operations

Now that your leadership team is aligned and know who’s in charge of what, it’s time to review the rest of the company. Depending on how significant the organizational changes you made are, you may need to review all employees or you may just need to take a closer look at a few teams. Be sure to engage your team leaders and supervisors in this process and coach them on how to best support their teams.

During times of restructuring or downsizing, remaining employees often find themselves with more work than before or with projects they weren’t previously managing. Now is the time to check in with teams and review everyone’s responsibilities. Leveraging an employee’s reference profile and having a discussion with them about how their work is aligning (or not aligning) with their natural abilities will be pivotal at this time. Employees will also appreciate your consideration and acknowledgement of the new work they’ve been doing. Remember to consider an employee’s behavioral drives by looking at their PI Reference Profile, rather than only relying on their previous projects to make decisions about what they should continue working on. Focus on attributes like detail-oriented and process driven or a risk-taker who likes to collaborate with others to make these decisions.

You can use PI’s Exploring Team Alignment tool to see how team member’s are aligned with your current objectives. If they are not aligned, you may be able to shuffle work around so projects are managed by those best suited to them, or you may just need to work with employees to help them adapt to the new priorities. 

Unfreeze your people

During times of significant and rapid change, it’s common for employees to feel disengaged or stuck. This year has brought so many changes in such a short amount of time and everyone is trying to adjust to their new working environment and routine. With most companies still working remotely, it’s important to be intentional about making time to assess levels of engagement across your team and company.

Employees may be overwhelmed by how their responsibilities to care for and educate their children are colliding with their work responsibilities. They may be anxious about the current state of the economy and public health crisis, or might be fearing another reduction in force. Remember that first and foremost your employees are people. Take time to check in with each of your direct reports to find out how they are doing and ask them what you can do to provide additional support. The Predictive Index Diagnose solution offers an employee engagement assessment for you to anonymously gather feedback from your workforce.