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What big changes at work do all leaders need to understand in the post-pandemic world?

I am writing a blog series about becoming a strong leader in the post-pandemic world. First I asked, Are you ready to be a strong leader in the post-pandemic world? In my last blog, I continued the conversation by listing many bold predictions that did not come to fruition in the post-pandemic world. For this blog, I will discuss three big work-related changes that all leaders need to understand to be successful in the post-pandemic world.

Work-related changes according to ChatGPT

First, let me have my new research assistant, ChatGPT, list the big work-related changes that came true during the pandemic. I checked the results and they seemed accurate to me.

Remote Work: One of the most notable changes has been the widespread adoption of remote work. Many companies transitioned to remote work models to comply with social distancing measures. Even as the pandemic has subsided in some areas, remote work remains prevalent, as businesses recognize its benefits in terms of flexibility, reduced overhead costs, and access to a broader talent pool.
Digital Transformation: The pandemic accelerated digital transformation efforts across industries. Companies invested in technologies and tools to support remote work, enhance online customer experiences, and streamline internal operations. E-commerce, online services, and digital communication platforms saw significant growth.
Hybrid Work Models: Many organizations have adopted hybrid work models, allowing employees to split their time between working remotely and in the office. This approach provides flexibility while maintaining some in-person collaboration.
Emphasis on Health and Safety: Workplace safety and hygiene became paramount. Companies implemented new health protocols, redesigned office layouts, and invested in sanitation measures to ensure the well-being of employees.
Expanded Use of Collaboration Tools: Collaboration and communication tools like Zoom, Microsoft Teams, and Slack saw a surge in usage. These tools have become essential for virtual meetings, project management, and team collaboration.
Rethinking Office Space: Some companies downsized or reimagined their office spaces to accommodate fewer employees at any given time, create more collaborative areas, and prioritize safety measures.

ChatGPT concluded that these changes have reshaped the work environment, emphasizing adaptability, technology, and employee well-being. Many of these trends are likely to continue shaping the future of work as businesses evolve and respond to ongoing challenges and opportunities. I agree with my new research assistant.

Working from home became the new normal for many people.

Three pandemic work-related changes

ChatGPT listed 15 big changes, but that is way too many for this blog. Rather I am going to focus on three big pandemic work-related changes. They are listed and briefly described below. I believe leaders must realize these changes happened and are probably here to stay. I could be completely wrong in my prediction, but I recommend you do not ignore the following three changes.

Many companies reduced their workforce – the pandemic hit most industries hard. In response companies in those sectors most affected like travel, hospitality, and entertainment were forced to reduce their workforce. It was a tough time for many.
More people worked from home – due to COVID restrictions, organizations were not allowed to have their employees in the office. Many companies pivoted, allowing their staff to work from home full-time. It was a first for me, perhaps you too.
Productivity tools were enhanced – we saw a boom in productivity tools like Zoom, MS Office, and others during the pandemic. With so many people working from home, high-tech companies rolled out new features, capabilities, and functionality.

Video meetings are much more common these days.

Three post-pandemic work-related challenges

These changes are not inherently bad. Many people would agree that changes #2 and #3 are good things. However, these shifts created correlated challenges in the post-pandemic world that leaders will need to address. Below are the related challenges.

Fewer people and resources to get the job done. Some organizations are back to full strength, but many have not fully recovered. They are still short-staffed.
More video engagement and group collaboration. With so many people still working from home video communications has become the new norm for many organizations. Video technology is much better now, but there are still challenges.
More opportunities to automate routine work. It is amazing all the automation that is available to organizations and their leaders to leverage these days. Automation can be a double-edged sword if not handled with forethought about impacts. I do not see this challenge going away any time soon with the rapid rise of AI in the workplace.

Things simply are not the same as pre-pandemic, and strong leaders will make adjustments accordingly. I believe that brighter days are ahead for many leaders and their organizations as they navigate the post-pandemic world.

I will cover all three challenges in detail

In the next several blog posts I will do a deep dive into each of these challenges, along with sharing tools and tips for how to handle the impacts they caused. We have a lot to unpack. As always I look forward to the conversation and hearing others’ perspectives about how to be a strong leader in the post-pandemic world.

Change is the province of leaders. It is the work of leaders to inspire people to do things differently, to struggle against uncertain odds, and to persevere toward a misty image of a better future.
James M. Kouzes, The Leadership Challenge: How to Make Extraordinary Things Happen in Organizations

ATW! will make you a better leader

I hope you join me on this journey to raise the next generation of leaders. The world is in desperate need of more great leaders. Women and men who lead with confidence, clarity, and creativity. It’s time to become the leader that your world needs. Let’s go All The Way!

All The Way Leadership!

What bold predictions did not come to fruition in the post-pandemic world?

I drove home wondering when I would return to the office next. It was March 2020 and the pandemic was beginning. No big deal I thought to myself. It will probably last a few weeks at most. My prediction was off by years. In retrospect, it is embarrassing to acknowledge how clueless I was at the time. Like most people, I greatly underestimated the scale and complexity of the COVID-19 crisis. How were any of us supposed to know what would happen as this global debacle played out? Significant changes were coming fast and furious. The best most of us could do was try to maintain an optimistic outlook during this devastating disaster while making predictions about what would happen next.

No one anticipated the global impact of the COVID-19 crisis.

We were in unchartered waters

Big challenges were around the corner for the entire world to navigate. There were no easy answers or simple solutions. No – it would take years of effort to get past the pandemic. Leaders did their best to display confidence despite the fact that they were completely naive regarding what would happen the next day. The amount of uncertainty all of us faced was enormous. We simply did not know.

Navigating uncharted waters is precarious.

Significant changes happened during the pandemic

In this blog series, I am writing about becoming a strong leader in the post-pandemic world. In my last blog, I asked, Are you ready to be a strong leader in the post-pandemic world? If you are, then it is time to discuss the big changes that occurred during the COVID-19 crisis. The reality is that many things changed during the pandemic, but not everything did. Let’s start by separating fact from fiction. Many predictions made during the crisis did not come to fruition.

Meet my new research assistant – ChatGPT

I have been tinkering with ChatGPT. It is an innovative technology, and a game-changer in many ways. One thing that Chat GPT does well is help me with researching a new topic. It is far from perfect and sometimes not particularly precise, much less accurate. Nonetheless, ChatGPT accelerates my ability to learn quickly about a topic. Therefore, I will be using this tool as my new research assistant for this blog. I will do my best to highlight when I am leveraging ChatGPT to generate content.

Ten pandemic predictions that did not become reality

Many people made presumptive predictions about the pandemic that did not happen. I cannot recount them all, so I asked my new research assistant, ChatGPT, to list ten pandemic predictions that did not become reality. Below is the unedited list. I agree with all of them. Number ten is particularly disappointing. I was naively hoping that the pandemic would make the world a better place. It did not.

Quick Resolution: Initially, some experts and public figures hoped that the pandemic would be a short-lived crisis that could be resolved in a matter of weeks or months. This turned out to be overly optimistic.
Herd Immunity Through Infection: Early in the pandemic, there were discussions about achieving herd immunity through natural infection rather than vaccination. This idea was largely abandoned due to the high human cost it would entail.
Summer Respite: Some initially believed that warmer weather would naturally slow down or halt the spread of the virus, similar to the seasonal flu. However, the virus continued to spread throughout the summer months in various countries.
Universal Effectiveness of Lockdowns: Early in the pandemic, it was thought that strict lockdowns would quickly and effectively curtail the spread of the virus. While lockdowns did have an effect, the virus often rebounded, leading to multiple waves of infection in many places.
Low Impact on Children: Initially, it was believed that children were largely unaffected by COVID-19. While it’s true that children generally experience milder symptoms than adults, they can still spread the virus, and some have suffered from severe outcomes, including a condition known as multisystem inflammatory syndrome in children (MIS-C).
Immunity Duration: There were hopes that once a person recovered from COVID-19, they would have long-lasting immunity. While there is some immunity post-recovery, it has been found to be variable and generally not as robust or lasting as initially hoped, especially in the face of emerging variants.
One-Size-Fits-All Vaccine: Initially, there was hope for a single, universally effective vaccine. While vaccines have been developed and are effective, there are multiple types, each with varying levels of efficacy against different strains.
Unaffected Rural Areas: It was once believed that COVID-19 would primarily be an urban problem and that rural areas would be largely unaffected. However, the virus spread to rural communities as well.
Superspreader Events Only: Early on, there was a perception that only large gatherings would be superspreader events. As it turns out, the virus can and does spread in smaller gatherings and even in one-on-one settings.
Global Cooperation: There was a hopeful sentiment that the pandemic would foster unprecedented global cooperation. While there has been collaboration, there have also been significant challenges in terms of vaccine distribution, information sharing, and travel restrictions.

Three work-related predictions that did not happen

Also, several business leaders, analysts, professors, and others made bold predictions about what workplace changes we would experience during the pandemic. Similarly, many of these future forecasts did not come to fruition. Below I list three specific ones that I honestly believed were plausible at the time. I am really glad the first one did not happen given all the uncertainty we faced a few short years ago.

Global economic meltdown – some people predicted that the pandemic would trigger a worldwide economic meltdown. COVID-19 impacted almost every industry, some in hugely negative ways. But, we did not experience a global depression due to the concerted efforts of many people, including national governments.
Four-day work week – after so many employees were sent home some optimists predicted that many organizations would implement a four-day work week. Unfortunately, this did not happen for most companies. Some have experimented with this concept and made changes, but the five-day workweek is still the norm.
Collapse of coworking spaces – many people believed that when they went home to work during the pandemic they might never return to the office. Some companies dreamed about the potential cost savings getting rid of office space would generate. Fast forward to now and many people are back in the office. Some organizations still debate this topic today. From my perspective – hybrid solutions will prevail.

Sadly the four-day workweek did not become a reality.

Several predictions did come true

In this blog, I covered changes that did not happen during the pandemic. Next time, I will identify several predictions that did come true with a focus on the workplace so that leaders can prepare themselves properly for the impacts these changes are making in the post-pandemic world.

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The most important lesson I learned with the US Army Paratroopers

Recently I was asked at work to share my perspective as a veteran. The presentation I gave described the most important lesson I learned serving with paratroopers. It received a fair amount of positive feedback. Therefore, I thought it would be useful to share the content here.

This video includes the presentation I gave at work.

My family is full of paratroopers

I spent over a decade serving as an Officer in the US Army. I learned a lot in the Army, especially during my first tour with the 82nd Airborne Division. The division was created in World War I. It is a famous unit with a storied history. It also has a special place in my family’s heritage. My father served in the 82nd Airborne after graduating from West Point. It was his first duty assignment as an Infantry Officer. He reported to Fort Bragg in 1956.

My father served multiple tours at Fort Bragg, North Carolina.

I followed in my father’s footsteps

Many years later I followed in my father’s footsteps. I joined the 82nd in 1991 as an Infantry Officer. My first assignment was as a rifle platoon leader in Bravo Company, 1/325 Airborne Infantry Regiment. After that role, I transferred to the Signal Corps and joined the 82nd Signal Battalion. I served as a Signal Node Platoon Leader and Division Assault Command Post Platoon Leader. Yes – I was a platoon leader three different times. I finished my time at Bragg as a Company Executive Officer.

Photo from my promotion ceremony circa 1994.

Leaders jump first, then other paratroopers follow

Lesson one – leaders go out the door first. The 82nd has a unique culture, full of traditions that have been created over the years. One tradition regarding their leaders is that they jump first during airborne operations. This tradition started back in WWII. What does that mean – leaders jump first. The most senior leader of any airborne operation will go out the door first, before anyone else. For example, if the Commander of the 82d (a two-star general) is part of a jump, he will jump first followed by the rest of the paratroopers.

Leaders jump first to show their commitment to the mission.

This tradition dates back to World War II

During WWII legendary commanders like Matthew Ridgway and James Gavin jumped and fought alongside their paratroopers. No cushy office for them. This act is not one of privilege, but rather of leadership in action. This tradition visibly shows all the paratroopers in the plane that you are willing to lead them by going first. The 82nd expects danger when they jump into combat. Its leaders are expected to face this danger first. This tradition demonstrates that the leaders are willing to do what they are asking their followers to do. It is a powerful way to show others that I am with you and fully committed, just like you.

General James Gavin getting ready to jump before Normandy.

A personal example of this lesson from my time with paratroopers

I learned this lesson firsthand while serving as the Division Assault CP Platoon Leader. My platoon’s mission was to support the Division Command Group with communications capabilities. We jumped in the radio equipment that the Division Commander and other senior leaders used on the drop zone during airborne operations. Many times we jumped from the same plane as the Commander. He would go out the door first, followed by his Aide, and then members of my platoon. For larger airborne operations that involved many planes, my platoon would be split into small groups and jump from several different aircraft. We would be one of the first to leave the plane so that we could land near the command group members.

Mike Steele - 82nd Airborne Division Commander. He served with my father in Vietnam. — Mike Steele – 82nd Airborne Division Commander that I supported. Great man. He served with my father in Vietnam.

Jumping into Puerto Rico was an adventure

I remember one mission where jumping first was somewhat troubling to me. For this operation, we were jumping into Puerto Rico. The drop zone was not big so we jumped from C-130s. The Division Commander was on the first airplane. I was on the second plane and would be the first jumper from that aircraft. Everything en route went fine. As we approached Puerto Rico, the Jumpmaster gave me the command to “stand in the door”. That means I am positioned in the door, waiting for the jump light to turn green. When it does, you jump.

A paratrooper jumping out of a perfectly good airplane.

Waiting can feel like an eternity

Usually, you stand in the door for less than 30 seconds. As you stand in the door of a C-130 you can see out of the aircraft. When I looked out I noticed a potential problem – all water, no land. I am a good swimmer, but I certainly did not want to experience a water landing. I peered at the jump light – it was still red. Thank God. I watched and waited, hoping that the light would not turn green until we were over land. I kept waiting for what seemed like an eternity.

Jumping at night can be particularly frightening.

Paratroopers jump when the light finally turns green

Eventually, I saw the land, then the drop zone, and finally the green light. I jumped, followed by my fellow paratroopers. What I learned later was that the jumpmasters decided to put the first jumpers in the door earlier than normal because there was real concern that all the jumpers would not be able to exit the aircraft in time. After all, the drop zone was so small. They did not want any paratrooper to miss the drop zone and have to ride back to Fort Bragg.

Paratroopers with the 82nd Airborne jump from C-130 Hercules aircraft during a mass-tactical airborne training exercise which included over a thousand paratroopers. (U.S. Army photo by Sgt. Michael J. MacLeod) — 82nd paratroopers jump from C-130 Hercules aircraft during a mass-tactical airborne training exercise which included over a thousand paratroopers. (U.S. Army photo by Sgt. Michael J. MacLeod)

Reflecting on the lesson I learned during this operation

After the operation was complete I thought to myself what would have happened if the light had turned green while we were still over water. I knew the answer – I would have jumped. I would have done what paratroopers have been trained to do for decades. The light turns green, and then you jump. I could not turn to the paratrooper behind me and say why don’t you go first, it looks kind of dangerous with all that water.

Jumping into an airfield can also be dangerous – lots of pavement.

Leading from the rear is not an option

No – I had been trained as a leader in the 82d that you jump first, and deal with whatever happens next. You lead from the front, not from the rear. That lesson has served me well in many other situations. Sometimes when I find myself in a somewhat scary situation I think of my days in the 82nd, and what it taught me as a leader. You go out the door first.

The reality is that the only way change comes is when you lead by example.
Anne Wojcicki

Are you ready to go out the door first?

What about you? Are you ready to go out the door first? Are you fully committed to the mission of the team you lead? I hope so. If you are committed and competent others will follow you. If for no other reason than to see what happens. Not that kind of leader? Don’t be surprised if your team members are reluctant to follow you. None of us like working for someone who does not lead by example. Don’t be that guy. Instead, be the kind of leader who goes out the door first.

The place for a general in battle is where he can see the battle and get the odor of it in his nostrils. There is no substitute for the general being seen.
General James Gavin, 82nd Airborne Division Commander during WWII

ATW! is designed to make you a better leader

All The Way Leadership!

The worst mistake a leader can make on a video call

Wow – the COVID crisis continues with no clear end in sight. I am spending more time in the office these days, but that may soon come to an end if the number of COVID cases continues to rise. I will likely be spending even more hours on video calls, like many leaders. Today I am going to talk about the worst mistake that a leader can make on a video call. Don’t do this.

No – it is not the mute button

Some of you think I am going to say that misusing the mute button is the worst mistake you can make as a leader during a video call. Talking while on mute is a mistake, but it is really not a big deal. All you have to do is come off mute and repeat what you said while muted. Saying something stupid without the mute button on can be bad, really bad. But, I believe most leaders are smarter than that and will not fall into that trap.

The most common major mistake leaders make on video calls

Looking bad on camera is the worst mistake you can make as a leader during a video call. Like many of you, I have participated in hundreds of video calls this year. I am amazed at how many leaders show up on the call looking bad, really bad in some cases. It makes me wonder if they thought at all about what others would see when they turned on their camera. I believe is it better to keep your camera off than it is to show up looking like you just rolled out of bed. Your team deserves better than that. There are several problems that cause a leader to look bad on camera.

Yes – wear pants during your video calls.

Problem #1 – Awkward camera angles

Let’s start with your camera. Have you positioned it well? Or does your team get to experience seeing you at awkward angles? Below is a short list of the most common camera angles mistakes:

Too far away – you look tiny in the frame.
Way too close – everyone gets to see all the wrinkles on your face.
Too low – your team gets to see if you groomed your nostrils.
Not centered – you are in the frame, but nowhere near the center.
Side angle – people prefer to see your face, not the side of your head.

This video goes much deeper about this topic.

Problem #2 – Distracting background

Besides your smiling face, what else does your team get to see during your video calls? What kind of background is behind you that will show up on camera? I highly recommend you use a custom background if you can. Both Zoom and Microsoft Teams allow you to do this. This functionality not only looks better, but it also hides what is going on behind you. Trust me – this cloaking can prevent gaffes if someone shows up unexpectedly behind you. If you cannot use a custom background spend a little time making sure that your home office is not distracting to others. I am not an interior decorator, so I don’t have an expert opinion. In general, less seems better to me. Yes – it is okay to select a custom background that matches who you are.

I use a UVA background some days since it is my alma mater.

Problem #3 – Improper lighting

Lighting can be tricky. Too much light and you look like a ghost. Not enough light and no one can see you. I recommend investing some time and money into configuring your office so that the lighting works well for you. I actually invested in a ring light kit. It costs less than $100. I felt a little silly when I bought it, but I thought it was worth trying out. It makes a big difference. I use the light for all my video calls that I take from home nowadays. It works really well and is both portable and adjustable.

I use this lighting system for my video calls.

Problem #4 – Poor audio quality

It is completely annoying when you cannot hear clearly what someone is saying during a video call. Poor audio quality is usually due to a bad connection or lackluster equipment. Once again, I recommend spending a little money to make sure your audio quality is good. I am a big fan of using headphones for video calls. I bought a Bose pair of noise-canceling headphones that I wear for all my calls. They were expensive but well worth the investment. A good microphone will also do the trick.

These headphones work well for my video calls.

Problem #5 – Improper choice of attire

I am not here to be your fashion advisor. Rather I recommend that you show up on your video calls dressed appropriately for the setting, and in line with your organization’s culture. Of course, what is appropriate will vary greatly. When in doubt be conservative. If you want to be taken seriously dress the part – don’t show up in a hoodie and baseball cap. For heaven’s sake – don’t show up in a robe or your pajamas to a business call. Remember – your customers will get a visual impression based on how you dress. I have been surprised by how informal some people are on camera. Lastly, I recommend you dress your age. No one wants to see someone like me trying to act like I am back in my 20s.

This article includes some good tips regarding attire for calls.

Fix this mistake before worrying about others

Sure – there are many other problems a leader may experience on a video call. Those don’t matter much until after you tackle this one. Trust me – no one will remember if you accidentally talked while on mute. But, they will remember if you showed up looking bad, wondering what in the world happened to you that day. Avoid making this easily fixed mistake.

First impressions matter. Experts say we size up new people in somewhere between 30 seconds and two minutes.
Elliott Abrams

What about you?

How are you showing up on camera these days? If you are looking good – keep it up. If not, do the work required. I know it sounds trivial. However, it is worth investing a little time to show up strong. After all, you used to do this every day before COVID when we worked in offices. Why stop now? Remember the camera captures everything, and so will your team members.

Dress the part – don’t be too informal.

ATW! is designed to make you a better leader

I hope you join me on this journey to raise up the next generation of leaders. The world is in desperate need of more great leaders. Women and men who lead with confidence, clarity, and creativity. It’s time to become the leader that your world needs. Let’s go All The Way!

All The Way Leadership!

Another practical tip for a successful video call – the mute button

The global COVID crisis continues with no end in sight. It is becoming more important than ever that leaders communicate effectively during video calls and meetings. To help you, I am going to share another practical tip for a successful video call – the mute button.

Many businesses are still closed due to COVID.

Communicating effectively on-camera is challenging for groups

In case you did not read the last blog or watch the video let’s start with the hard truth first – it is challenging to communicate effectively on-camera, especially in group settings. Three common scenarios happen during many video meetings that can create communication challenges.

Awkward: someone said something completely inappropriate (e.g., yelled at their kids) that everyone heard. What do you do next?
Boredom: no one is talking because they are distracted and not paying attention. Hard to get stuff done if everyone is zoned out.
Confusion: multiple people talking at the same time. Hard to hear much less understand what is being said when this happens.

The bigger the meeting the more problems you will experience.

What can you do to improve your performance during video conference calls?

Many leaders, including myself, wonder how do I get better at video conference calls? The last thing that any of us want to do is look stupid in front of others. We can ill afford a meeting full of awkward moments. I already shared the most practical tip I can give you to be better on-camera is to turn on your camera as much as possible. Now I will provide another practical tip for a successful video conference call. There is an easy way for you to avoid awkward gaffes. I will convince you that the mute button is your friend. Simply put – better to be on mute than caught in an awkward “hot mike” moment. Trust me – you will thank me later.

Spend a lot of time on mute

The mute button is there for a reason. Don’t ignore it. Make the mute button your best friend during video conference calls. My main advice is to start every meeting on mute and remain in that mode until it is time for you to talk. When you are ready to make a brilliant comment of meaningful contribution to the meeting, go off mute, say your piece, and then return to mute. Don’t leave your microphone open. Mute it. Five simple steps to follow – listen, think, click, talk, and press. Here they are in order again:

Listen to the meeting while on mute.
Think about what you are going to say.
Click on the mute button to turn on your microphone.
Talk clearly and concisely into your microphone.
Press the mute button and keep listening.

Unmute when you are ready to talk.

Use the mute button to avoid embarrassing moments

If you spend a lot of time on video conference calls, you have most likely witnessed someone say something inappropriate that everyone on the call heard. Perhaps that has happened to you. It might be a minor misstep like answering another call or talking to someone else who is not part of the meeting. Let’s say one of your kids comes into your office to ask a question, and you answer with the mute button off. Everyone gets to hear the answer. Hopefully, it is something trivial like what is for dinner.

Kids can be a distraction during a video conference call.

It is difficult to recover from a major gaffe

A much worse scenario is if you or someone says something provocative that no one should hear. Dropping an “F-bomb”, or remarking that someone in the meeting is an idiot. or that what your boss just said is the stupidest idea you have ever heard are good examples of major gaffes. Each could lead to problems for you…really big problems. In fact, I know leaders who lost their jobs for saying something stupid for all to hear. They played with fire and got burned. Use the mute button to avoid embarrassing moments. No one can hear you if you are muted. Plain and simple solution.

Don’t drop an F-bomb. Everyone will remember it.

You can recover easily from the talking into the mute button

Some of you are still not convinced. You are thinking, but what if I forget to come off of mute when it is my turn to talk. If you are like me, you have probably spoken while still on mute many times before. We all do it at some point in time. No big deal. No one is perfect when it comes to video conference calls, and I don’t think meeting participants expect perfection. Once you realize your error – correct it. Simply apologize for being on mute and repeat what you said originally. Sure it may be somewhat annoying to other meeting participants. But, I would much rather deal with this situation than try to correct the previous example we just walked through.

It is easy to forget to unmute when on a call.

Help others who forget to click on the mute button

Sometimes other participants will forget to use the mute button appropriately. What should you do if someone else is trying to talk and he forgot to unmute? Help the person out. Simply say – I cannot hear you. You may be on mute. What about the opposite situation – they are talking about something inappropriate and should be on mute? Many video conference tools will let you mute a participant. In fact, Microsoft Teams allows you to mute anyone and everyone on the call, even at the same time if you need to. Sounds extreme – I know. However, this functionality may be useful when starting a large meeting, everyone is chatting, and you are not sure how to get their attention. Trust me – they will recognize it is time to pay attention when you mute another user. I know because it has happened to me before.

You may have to mute other participants if they are not paying attention.

Last words of warning

It is worth noting that you should check every now and then during a long meeting to make sure you are still on mute. The worst thing that can happen is that you press the unmute button without knowing it and say something stupid. The scenario may not sound likely, but I have heard it happen many times. Remember – everyone will hear it, and you cannot “erase the tapes’. My last words of warning are to treat your microphone like it is always on, even after you hit the mute button. The most prudent method for avoiding a “hot mike” situation is to not say anything inappropriate ever while you are on a video conference call. Stay silent. It may save you all kinds of headaches down the road.

Microsoft Team allows you to mute and unmute participants as needed.

ATW! is designed to make you a better leader

All The Way Leadership!

The most practical tip to be better live, on-camera

Leaders are on camera a lot more these days. The global COVID crisis impacted practically every organization in the world. Most stores, offices, and other places of work closed their doors the past few months. Millions of employees are working from home these days and participating in a lot of video teleconference calls. As a result, many more leaders are spending hours on camera – talking with their teams, meeting with their customers, and engaging with their stakeholders. It is becoming more important than ever that leaders communicate effectively live, on-camera. If they do not, it could negatively impact their performance.

The COVID crisis is changing how leaders communicate.

Communicating effectively on-camera is challenging

Leaders, let’s face the hard truth upfront – it is challenging to communicate effectively on-camera. Three reasons explain why this mode of communication can be daunting for leaders. First, you must understand the technology. Technical difficulties will ruin your day if you are clueless. Second, others can see you up close, and personal. Some of us (I fall into this category) have a face for radio, not the camera. Third, it is easy to get distracted, especially if you are on a laptop computer or phone. Trust me – if you are distracted, you can bet others are as well.

Make sure you are proficient with the technology.

What can you do to improve your performance on-camera?

Many leaders, including myself, wonder what can I do to improve my performance on-camera? How do I get better at this critical communication skill? The last thing that any of us want to do is look stupid in front of others. We can ill afford a stumbling and bumbling performance. The simple solution to this challenge – practice. The most practical tip I can give you to be better live, on-camera is to turn on your camera as much as possible. Don’t hide from this challenge.

It takes twenty hours of practice on-camera to get proficient

According to Josh Kaufman’s TED talk (viewed over 20 million times) – it takes roughly twenty hours to learn anything new. Communicating live, on-camera is a brand new skill for many leaders. Before COVID – participating in teleconference calls was more the norm, than video teleconference calls. The new normal is here. I am convinced that from now on, leaders will be expected to communicate live, on-camera a lot more than in the past. It is a reality that we leaders all face. Take it head-on by turning on your camera as much as possible so that you can become comfortable communicating on-camera. Start practicing – it will take twenty hours.

People want to see their leaders

Some of you remain unconvinced. You are asking – why in the world should I turn on my camera? You are thinking – I am horrible at communicating via a video camera, and no one wants to see me. Dismiss those thoughts. People want to see their leaders, and you should want that kind of visual interaction with your team, other leaders, and stakeholders. Remember this, according to several studies, non-verbal communication is as important as verbal communication when engaging others. Body language and facial expressions alone can communicate how you feel about a topic.

The most important thing in communication is to hear what is not being said.
Peter Drucker, leadership expert and management guru

You will get better with practice

Turn your camera on as much as possible. Practice, practice, practice. Based on my own recent experience, you will get better over time. We all know leaders who are awful on-camera. They are nervous, and so is everyone else. It is difficult to watch, much less pay attention to a leader who cannot communicate well on camera. I bet you he does not practice and does not turn on his camera unless there is no alternative. Some of us are lucky enough to know leaders who are excellent on-camera. She communicates effectively with her stakeholders. Everyone enjoys participating in her meetings. The latter leader will have a distinct advantage over the former in the future. Be that kind of leader – you can do it.

Several leaders are standing out during the COVID crisis.

Don’t turn your camera on all of the time

Let me finish by pointing out that it is not always appropriate for you to turn on your camera. At times, it is prudent to avoid being “caught on camera” in an awkward situation. Three simple examples come to mind.

You are in a place full of visual distractions – if you are working from home with your kids or pets running wild nearby. Don’t turn on your camera, unless you want to risk an embarrassing situation.
You are driving – stay safe on the road. Keep your eyes on the road, not on your phone, or laptop. Don’t ever turn on your camera while you are in the car unless it is parked, or someone else is driving.
You are late to the meeting – no one walks into a normal meeting and deliberately causes a major disruption by bringing attention to themselves. Don’t make the same mistake by arriving late with your camera live. Instead, join and decide what makes the best sense.

Kids are cute, but not during important business meetings.

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Turn your camera on as much as possible.

All The Way Leadership!

More lessons learned for how to communicate clearly

I was running behind schedule. I hate being late, especially to my own meetings. A business lunch with a colleague took longer than expected. A horrible reason for being tardy. I ran to my car and dialed into the meeting. My entire team was on the line waiting for me to join. I apologized profusely for not showing up on time. I expect members of my leadership team to be punctual, and hold me to the same standard. My military experience factors into my leadership expectations. If you are not ten minutes early, then you are late is one of the many lessons learned from my military days.

Give the people you work with or deal with or have relationships with the respect to show up at the time you said you were going to. And by that I mean, every day, always and forever. Always be on time. It is a simple demonstration of discipline, good work habits, and most importantly respect for other people.
Anthony Bourdain

Things went from bad to worse

I gave my opening remarks to kick off the meeting. It took me longer than usual. My nerves were getting the best of me. “Let’s start” I finally said. Then I heard silence. No one spoke at all. I looked down at my phone and noticed that I was no longer connected. I was talking to no one. Damn – not my day. I dialed back into the meeting. By now we were running ten minutes behind schedule which is inexcusable. Once again, I apologized to my team. They could tell by the tension in my voice that I was frustrated.

Make sure your team can hear you on conference calls.

Learn from your mistakes to avoid repeating them

The first presenter jumped in right away to start the meeting. He did an excellent great job getting us back on track. The rest of the meeting went fine. Most of my team members forgot about my performance. I did not. I needed to learn from my stupid mistakes that day. With that thought in mind, I want to share more lessons learned for how to communicate more clearly. In case you missed it – the first lesson is simple. Show up on time. Don’t leave your team waiting impatiently for your arrival.

Lessons Learned #2 – Provide insights to your team about your communication style

As a leader, you have a certain communication style. All leaders do. I recommend that you provide insights to your team about your communication style. How do you prefer to interact with them? Let them know so that they are prepared. For example, I used to host a weekly leadership call every Friday morning. It was a virtual meeting. I would send out a slide packet beforehand. I used the slides to guide our discussion. It also provided information to anyone who could not make the meeting. They would send me an email letting me know they could not attend and review the charts on their own. The system seemed to work well for everyone.

Other leaders have their own communication style

My weekly meeting was short – only 30 minutes. Typically, I would talk for the first half, answer questions, and then we would go “around the horn” so that every team member was able to contribute to the conversation. My team knew the deal, and it worked well. Other leaders I know would never use slides for a team meeting. They hate slides. They prefer an open-ended conversation – which is fine. There is no right answer – you need to figure out what works best for you. Then, communicate it to your team.

Some leaders prefer no slides at meetings – just conversation.

Lessons Learned #3- Know your boss’ communication style

Your boss possesses a communication style. It is important that you know it. I worked for many leaders over the years, and they all had their own communication styles. It was particularly true when it came to receiving status updates. I worked for several who were fine with “drive-by” interactions. The ones where you simply show up and give a quick update without coordinating a meeting time in advance. Others closely followed their calendars. They only met and communicated at pre-arranged times. Once I gave a drive-by update to a boss who only met with others who were on her calendar. That was a mistake. One of the shortest, and worst meetings of my life. She kept looking at me like there was something wrong with me. There was. I didn’t understand her communication style. Stupid mistake on my part. I never did another drive-by with her.

A hallway conversation is sometimes the best way to catch up.

Lessons Learned #4 – Ask for feedback, especially on conference calls when you cannot see anyone

Conference calls are challenging, especially with large groups. If you are leading one make sure you ask for feedback from participants at appropriate times. The reason to ask for participants to chime in is a practical matter. You want to answer three basic questions.

Can they hear you? Perhaps you are on mute, have a bad connection, or dropped from the call. Easy to do, especially in your car.
Are they paying attention? It is easy to get distracted, or multi-task. The longer the meeting, the more important it is to ask for feedback.
Do they understand what you are saying? See if they have any questions or feedback to offer. Silence is not concurrence. It may be a sign your audience does not understand you.

Video conferencing is becoming the new normal.

Video teleconference calls (VTCs) are not much different than conference calls although there are a few more things to consider. I plan on discussing best practices and lessons learned for video teleconferencing in upcoming blogs. It is a timely topic given the current health crisis with many of us working from home these days.

Wise men speak because they have something to say; Fools because they have to say something.
Plato

Bottom line – think before you open your mouth to speak

I love the quote from Plato. It is a great reminder that what you say as a leader is important. Your team and stakeholders are listening. Don’t disappoint them by saying something stupid. Don’t be a foolish leader. Instead, take the time to think about what you are going to say beforehand. Not after. When in doubt. Don’t say anything. It is usually better to hold your tongue than to insert your foot into your mouth. Trust me. I know from personal experience that your words can get you into trouble. Look around and you will see way too many leaders violating this principle.

He should have thought before speaking to the crew. It cost him dearly.

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Can you clearly communicate with your stakeholders?

Have you ever worked for a leader who is a horrible communicator? No one trained him, and it showed. For example, I worked for one leader who did not know how to clearly communicate. He knew it, I knew it, everyone knew it. The organization put this leader in charge of a big change initiative. He floundered, and we all suffered while this leader struggled. He did not know how to clearly communicate. All his stakeholders were left in the dark wondering what was happening. As you might imagine – it was a painful experience for all of us.

Team meetings are torture with a leader who cannot communicate.

It is tough working for a leader who cannot clearly communicate

Another time I worked for a leader who was a daily disaster when it came to communications. He would speak at meetings, and everyone would cringe. No one was quite sure what in the world he was talking about, and neither was he. The organization ended up in complete chaos as a result of this leader’s inability to communicate and connect with his followers. At times he would explode in a meeting chastising his team for not doing things the way he wanted. Getting angry did not help the situation.

More volume does not fix bad communications.

The leader who replaced him was much better at communicating

Eventually, a new leader was put in place. This leader went to work right away fixing the communication problems plaguing the organization. She was an engaging speaker. She made sure all of her meetings had a clear agenda to include opening and closing comments that she prepared in advance. Her team understood what she wanted. Trust was restored. Performance improved rapidly. I watched in wonder as she turned around a bad situation in less than 90 days. It was a pleasure working for a leader who knew how to clearly communicate and connect with her followers.

The difference between mere management and leadership is communication.
Sir Winston Churchill

A novel framework for new leaders

All The Way Leadership! created a novel framework for new leaders. Fundamentally this framework communicates that it is vital for you to possess integrated integrity as a new leader. Having individual integrated integrity means that ‘who you are’ aligns with ‘what you say’ and ‘what you do’. If you do not demonstrate individual integrated integrity your team will not trust you, and your impact as a leader will be limited. ‘Who you are‘ was covered in previous posts. Now ‘what you say’ will be discussed.

All The Way Leadership! Individual Integrated Integrity Framework. ©2020

Three key components comprise ‘what you say’

All The Way Leadership! believes every leader needs to understand that ‘what you say’ is important. ‘What you say’ as a leader is comprised mainly of three key components – communicating with stakeholders, presenting your ideas, and engaging your team members. Communicating with stakeholders is the topic of this blog. It can be difficult to do, especially if you are a new leader. Also, many senior leaders have a diverse set of stakeholders that brings its own challenges. For now, let’s focus on a simple model for communicating with your stakeholders.

What training do your team members need? — Clearly communicating with your stakeholders is vital for success.

A tool to clearly communicate with your stakeholders

As a leader, it is important that you clearly communicate to your stakeholders. It sounds easy to do. It is not. The amount of miscommunication that occurs on a daily basis in most offices is enormous. Think about how many times this week you participated in a discussion that ended without a clear understanding of what you should do next. One tool to help you is a simple framework for thinking about the best method to communicate with your stakeholders. It is found below. Take some time to select the best method before communicating, not after the fact.

Not all communication channels are the same.

Selecting the best method to clearly communicate

All The Way Leadership! recommends that all leaders take the time to select the best method for communicating. Your stakeholders will thank you later. Four communication methods are found below.

Face to face (in person) – some topics should be discussed in person. This method is best for direct communication. Conduct all crucial conversations in person, if possible. It may be impossible to talk with someone in person. A video teleconference is another option, although it is not the same since you can not read body language.
Instant message – use this method for informal exchanges. It is especially effective if you need a quick answer to an easy question. IM is much more common as a workplace tool nowadays. I know some senior leaders who refuse to use IM. That is a mistake. Don’t be a dinosaur when it comes to IM.
Text message – basically this is IM on your phone. Use this method if you have an immediate need or want to provide a quick update. For example, I will text someone if I am going to be late for a meeting.
Phone (1 to 1) – use the phone for formal discussions that you cannot do in person. Some of your stakeholders may not like talking on the phone much. They may prefer IM. Let them know to answer when you call because it is usually important.

Two methods commonly used that cause the most problems

If you are a leader you are most likely participating in multiple group meetings and conference calls a day. You probably send and receive e-mails all day long. These two methods are effective but can cause problems if you are not thoughtful.

Conference calls – an efficient method for group discussions. Several modern productivity tools make it easy to get a group together for a virtual meeting. If it is your meeting – lead the discussion. Don’t let it devolve into a circus. The video below is funny, but also accurate about what can happen during a conference call. Be prepared.
E-mails – an effective method for both formal and informal communication with your stakeholders. It is a great way to loop others into a conversation and make virtual introductions. BTW – read your emails. How do you know what is happening if you have hundreds of unread emails? Don’t ignore your inbox and hope for the best.

This video is sadly accurate about conference calls.

Why selecting the proper method to clearly communicate matters

As a leader, you will participate in many different kinds of conversations. Some will be quick like getting a status update from one of your team members. Others will be more serious like sharing bad news with your boss. Take the time you need to select the proper method for clearly communicating with your stakeholders. For example, don’t talk about sensitive personal topics on a large conference call. Save that discussion for later when you can discuss the issue with the person directly. Trust me – selecting the proper method will save you many headaches. In the next blogs, I will share tactical tips and lessons learned about communicating with stakeholders.

Sensitive personal topis are best handled in person.

What about you?

Do you pay attention to ‘what you say’ as a leader? Have you taken the time to identify the best method for clearly communicating with your stakeholders? If not, make the investment now. If so, you will enjoy the next few blogs. We are going to explore how to clearly communicate with your stakeholders to include points to ponder, tactical tips and lessons learned.

Great leaders communicate and great communicators lead.
Simon Simek

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All The Way Leadership!

How to ponder the results of your MBTI personality test

The team sat around the table. It was an off-site to complete strategic planning for the next year. They were making almost no progress at all. I joined the group to brief my portion of the event. You could feel the tension in the air. Simply put, this team was not getting along, and that needed to change. I asked all the participants to complete the MBTI assessment before the event. I recommended that each of them ponder their results. My role was to share the overall team profile and address common questions about the MBTI personality test.

Monitor team tension when you are the leader.

I am not an MBTI expert and do not pretend to be one

All The Way Leadership! believes that the MBTI is one tool of several available that anyone can use to learn about who you are. The 16 personalities web site provides a survey to help you determine your MBTI. It also includes a detailed report regarding your results. I recommend this site as an easy way to identify your MBTI. I am not an MBTI expert and do not pretend to be one. If you want to go deep into your MBTI find someone who is. Instead, I recommend that everyone complete the MBTI for self-awareness. All The Way Leadership! also views the MBTI as a filter for analyzing team dynamics. In the case I described above, their results made it clear that the team was experiencing several strong personality clashes.

Most teams include different personalities which may create conflict

I showed the team their combined results using a graphic similar to the one shown below. It arrays the overall results of the team. I did not identify anyone by name. Instead, I simply used a smiley face icon to represent each member. We discussed the fact that the team included several divergent personality types. It is rare that you will see a team where all the team members have the same personality type. The most interesting fact for this team was that several of them were on different ends of the spectrum. The graphic makes that point clear. It is not unusual for a team like this one to experience tension across the group.

Notice the wide range of MBTI results of this one team.

It is important that leaders ponder their team’s overall results

I shared the good news first – groupthink was not going to be an issue. Next came the tough love – the team was not getting along because of who they were as people. The hard part is that you cannot change your personality. You are who you are. Instead, the team would need to deal with the tension directly. That sounds easy – it’s not. The team leader knew challenges lay ahead for the team. I finished the talk by answering questions that come up about the MBTI. The three most common are found below.

MBTI question #1- Is there a preferred personality type for strong leaders?

Really good news – no. All The Way Leadership! belives that anyone can become a strong leader. There is no single personality type that is the right one for leaders. Also, the idea of natural-born leaders is flawed. Some people may have more of a propensity to lead, but no one is born with the innate ability to lead better than others. Leadership is learned. If you look at the best leaders you will notice many different personality types, so don’t worry about your MBTI. You are who you are, and you can become an effective leader.

MBTI question #2 – What do I do if I am an introvert?

Even better news – don’t panic if you are an introvert. All The Way Leadership! believes that introverts can become strong leaders. Some people say that the most effective leaders are extroverts. They are wrong. Many of the best leaders are introverts. Sure – you need to work with people to be an effective leader. But, introversion does not mean that you do not like people. Instead, you get your energy in a different way than extroverts. The excellent TED talk by Susan Cain below goes into much more detail about introverts. BTW – I am an introvert.

Susan Cain’s TED talk has over 10 million views.

MBTI question #3 – What if I am dominant and overly task-focused?

Unfortunately, the answer to this question is tough. Some people can be intensely dominant and overly task-focused. In other words – they focus solely on getting the work done…at all costs. People’s feelings and team morale are always secondary to the task at hand. They may achieve amazing results but tend to burn out their teams in the process. If that is you – be careful! Some situations require leaders who possess a driven personality type (e.g., ENTJ, aka the commander). The leader must drive the team hard. However, over the long-term, people matter. You better take care of your team if you want to be an effective leader. Otherwise, they will leave you, and find a leader who does care about them as much as the mission.

No one enjoys working for a drill sergeant.

What if I retook the test and have different results than before?

Several people I know received a different MBTI result when taking the test again. What should you do if this happens? I recommend going with the latest test result. I worked with summer interns for several years. After they joined the workforce and retook the test their results varied. It makes sense that you may see some changes when you are young. For more seasoned leaders, your results may change because you are right on the edge in one of the categories. For example, I was an extrovert the first time. More recently I scored as an introvert. I completed the Step II MBTI test. It provides more details for each facet. I recommend this version for veteran leaders. The reality is that I score in the middle between introvert and extrovert.

Your MBTI scores are comprised of multiple facets.

Take the time to ponder your MBTI results

It is vitally important that leaders understand themselves. The MBTI is a useful tool for gaining insight into who you are. All The Way Leadership! also recommends the MBTI as a way to analyze team member personalities and diagnose dynamics. In the next post, I will discuss some tactical tips and lessons learned about this topic.

Knowing yourself is the beginning of all wisdom.
Aristotle

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Building trust with followers is what strong leaders do

Take a moment right now and think about a strong leader you know. Someone you truly enjoyed working for. Ask yourself a simple question about this leader. Do you trust her? I bet the answer is yes. Now think about a weak leader you know well. Someone you did not enjoy following. Ask yourself the same question. Do you trust him? Your answer probably changed to no. In fact, your answer may be hell no! It is difficult to follow someone you do not trust.

What trust score would your team give you as a leader?

The three hard truths about your personal integrity

All The Way Leadership! believes that integrity is a non-negotiable attribute for leaders. Simply put – if you do not demonstrate integrity your team will not trust you, and you are dead in the water as a leader. In a previous post, I advised that you never forget these three hard truths about your integrity

Your team is watching your every move – what will you do to build their trust?

A novel framework for new leaders

All The Way Leadership! Individual Integrated Integrity Framework. ©2019

A constant leadership challenge

Building trust is a constant leadership challenge that requires attention. Strong leaders invest their energy into building trust with their followers. They do it in small ways like starting and ending meetings on time. And in big ways like providing top cover for their team members when things go wrong. No one ever enjoys being thrown under the bus, especially by their leader. Don’t be that kind of leader.

Most people are willing to follow leaders they trust

After spending decades in leadership positions you start to notice certain patterns. One that is readily apparent is that most people are willing to follow leaders they trust. The follower may not completely agree with every decision the leader makes, but they are willing to give a trusted leader the benefit of the doubt in many situations. It makes common sense. Team members trust that their leader is making decisions for the good of the team, and are willing to follow.

A trusted leader can take a team to new heights.

The opposite trend is also true

Let’s look at the opposite scenario. All The Way Leadership! believes that most people are not willing to follow a leader they do not trust. Why would they? Once again it makes sense that most followers would be skeptical of any leader they do not trust. After all – what if the leader is not competent. He does not know what he is doing. Sure – a team may follow because they have to, but they certainly are not going to put in any extra effort. Instead, they are going to think about what to do when disaster strikes.

Avoid making your team feel like they are walking on a tightrope.

It is difficult to truly trust someone you don’t know

Another dimension of trust is familiarity. How well does your team know you? Do they know about your expertise as a leader? Your experience? Your strengths and weaknesses? It seems like a lot for them to know. The reason to raise this point is that it is difficult to truly trust someone who you don’t really know. Think about it in your own life. How many people do you trust that you don’t really know? I bet the number is low.

Love all, trust a few, do wrong to none.
William Shakespeare, All’s Well that Ends Well

Context counts when it comes to trust

Sure – there are people you will trust without knowing them. In some cases, you never get the chance to learn about someone before you have to trust them. For example, you will trust the airline pilot on your next flight. You trust that she is competent at flying the plane and getting you to your destination safely. No – you will not have an opportunity to interview the pilot before your flight takes off. That situation is different than what is being described here. Your team will get the opportunity to evaluate you as the leader. They will decide whether or not to trust you.

How will others get to know you?

It is important that your team members get a chance to know you. No – they do not need to know the intimate details of your life. That would be strange. Rather they need to understand who you are. Your personality, your leadership style, and your pet peeves at a minimum. Each of us is different with a unique set of skills and experiences. Spend time with your team so that you can gain their trust. Remember trust is not a one-time transaction. Strong leaders understand the importance of building trust with their followers over time. Weak leaders ignore their team members and pay the price. Don’t fall into this trap. It is hard to fix later.

This equation is an excellent way to think about building trust.

What about you?

Are you building trust with your followers? Do you spend time with them so that they get a chance to know who you are? More importantly, do you know who you are…really? If not, then you have work to do. Don’t worry – All The Way Leadership! is here. The next blog post will focus on a commonly known tool to help you better understand your personality. After all – how can others get to know who you are if you are not sure of yourself.

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All The Way Leadership!