Hello? Is Anybody There? (Now is NOT the Time for Leaders to Go AWOL)
My last blog post was about avoiding information overload. I addressed the topic both from the perspective of giving and receiving information. It was a timely post, I think, as many folks are feeling like they are drowning in a sea of information (particularly of the email/text variety) in a world where regular conversations (think “face-to-face”) are difficult to have.
Unfortunately, there is another communication trap that some are falling into. It’s the trap of not communicating at all. Or, communicating so little that teams are left feeling abandoned during this time that is feeling challenging for everyone, to some degree or another.
There can be a lot of reasons for this radio-silence. Leaders are human, after all, and may well feel uncertain of what to communicate. Or it could be a case of middle management not receiving direction themselves, and therefore not having information to share. Or it could be that information is changing rapidly, and folks are struggling to get their bearings in terms of what, exactly, to share.
Any and all of these are valid explanations for a lack of communication. That being said you have to find a way past these explanations, no matter how valid; because in the absence of concrete communication, misinformation will start to creep in. Teams will start to feel abandoned. And that is NOT how you want your team to feel.
So what do you do? How do you communicate when you don’t have info to share? Or you’re unsure what to share? Or you have been instructed not to share?
Take a breath, and simply share the truth. The importance of the communication in this moment isn’t the content so much (although that is important) but rather the need for your team to feel your presence, concern, and connection. If you have nothing to share, say that. Make your presence known.
At the very core of your responsibility at this time is the necessity to make sure you create space, no matter how minimal, for simple check-ins. You know, a message that says, “I just want to be sure you all are okay”. Or an online meeting that has no agenda beyond seeing where everyone is at.
In a world where the focus seems to be solely on crisis management these days, creating space to simply be present and have folks feel seen and heard beyond their role as “employee” or “team member” can go a long way to building a supportive environment. How you treat your team when things are in crisis will determine how your team holds together going forward, once the crisis is over.
Bottom-line: now is not the time to disappear on your team. Make sure you are popping in to say hello or otherwise check-in at least once every couple of weeks. Trust me; in the same way that you don’t want to ever feel abandoned, neither does your team. Show up; be present; show you care. A team that feels supported is a team that will support you in turn.