People Managers are a key change enabling role for any organization. Your People Managers are your team leaders, supervisors, and direct managers – anyone charged with actively supporting and supervising employees to deliver results.

In this time of COVID-19 change and uncertainty, many of our game plans have been significantly disrupted. Businesses and leadership teams find themselves “on their heels” feeling like they are in a constant mode of reaction and defense to the new developments of the day or week. One strategy to shift from defense to offense is to establish a temporary “rallying cry”.

One of the most effective practices we have at our disposal in uncertain times is communication. Let’s look at why.

The difference between boss and coach in both behavior and impact is stark. Recent research done by Gallup finds that today’s workforce responds better to expectations, exhibits higher performance, and stays more engaged when they know they’re being managed by someone invested in their development. 

As leaders, we owe it to ourselves and our team members to push the boundaries and engage with the art of what is possible rather than be limited by what is obvious.

As we contemplate how to best lead in 2020 and embrace a growth mindset, hindsight can be an invaluable tool in thinking about what we’ve done in 2019 and how we can learn from it.