CREATING BUSINESS CONTINUITY DURING COVID-19 AND BEYOND

“Strong Leadership and Making People Safe First is an Imperative—Business Follows”

Today more than ever those leading us through crisis must have strong empathy and compassion first—business at-hand comes second. The human side of life must be addressed first to lead us out of crisis. This begins by addressing the most foundational human needs to survive. Abraham Maslow’s hierarchy of human needs defines the psychological motivational theory addressing survival—beginning with food, water, and safety—these must be achieved before other needs can be met (Maslow, 1943).


Now is the time every employer and their people need to prepare for when we can all return to work in the new norm—when it is safe for everyone to return.


Building a “scalable” business model just took on a totally new meaning and imperative. This is an opportune time to not only rethink the future of your organization (new business strategy) but to rethink the competencies and talent needed to bring your new strategy to life in a much more agile and dynamic way than ever before.


“Just as the world will never be the same after this COVID-19 pandemic,

neither will nor should your organization.”


“As long as we have learned from our experiences, apply empathy and compassion, and ensure the safety of others first—we will continue to make progress.”


BUILDING CONTINUITY THROUGH LESSONS LEARNED


Rapid Agility—How rapidly organizations and people are able to move from a “brick and mortar organization” to a “virtual organization” is paramount to maintain stability in current COVID-19 crisis and in future uncertain times including when the next pandemic or catastrophe takes place—it is not a matter of “if” it is a matter of “when”.


Inspirational Leadership Matters—The faster an organization’s leadership and its employees can act to keep the momentum and gain stability during and after crisis—the more likely such organization will achieve a sustainable future. It all begins with having the right leadership and the right people in the right seats then a progressive future is possible. Now is the time to be thinking about whether you have the right leadership and people in the right seats moving into your “new norms”. Please be certain—this is not saying layoffs—it is saying restructuring so that you are leveraging your current bench strength and adding new leadership and talent strengths where you are weak or missing what is needed.


Gifford Thompson posits “Inspiration and leadership are inseparable. If you cannot inspire your team to achieve greatness, if you cannot inspire a group of people to follow your vision, if you cannot inspire people by your words and actions; you’re not a leader. You are an average manager at best. Inspirational leaders don’t accept ‘the way life is,’ and they are often uncomfortable if they are not living their purpose, and sharing it with the world. We were all born with unique gifts to share, but we are often thrown off track by taking a job that is safe, and has great benefits but isn’t fulfilling—we may be good at it, we may be the best at it, but it does not bring out the greatness trapped inside of us begging to come out (Thompson, 2020).”


Brandy Schade, Strengthology Leadership Consultant, shared with me during a recent conversation we were having on what competencies great managers possess. Brandy posited “the key traits to look for in a person when promoting or hiring someone into a leadership role are they:


• Motivate every single employee to act and engage employees with a compelling mission and vision.

• Have the assertiveness to drive outcomes and the ability to overcome adversity and resistance.

• Create a culture of clear accountability.

• Build relationships that create trust, open dialogue, and full transparency; and

• Make decisions based on productivity, not politics.


All of these 5 critical traits are also competencies found within someone who has strong emotional intelligence. There is a plethora of studies that show authentic and most meaningful leaders must have strong emotional intelligence.


Brandy also shared with me a Gallop article written by Randall Beck and Jim Harter and published in the Gallop Workplace Business Journal that went into details about these five traits and when organizations measure these traits when hiring their managers, they were able to double the rate of engaged employees, and achieve on average, 147% higher earnings per share than their competition (Beck and Harter, ND).


“Companies fail to choose the candidate with the right talent for the job 82% of the time,

Gallup finds”


Motivating the Troops—What does the military have that the majority of organizations don’t have? Leaders at all levels motivating the people around them. A core leadership competency absolutely a must is the ability to quickly build rapport and trust with direct reports and all employees. This competency also happens to be a core competency of strong emotional intelligence. William Treseder is a thought leader when it comes to leadership and how to motivate others wrote a compelling article entitled “Military Secrets for Motivating Employees” that quickly points out the missing link and reasons why the military is so amazingly great at motivating their troops and what organizations can learn from the military’s success taking people from all over the world with absolutely nothing in common and—depending on the service—has between 6 and 13 weeks to mold them into a functional unit that is capable of executing complex tasks with relative precision.


Treseder posits “The magnitude of this task is difficult to grasp. It’s hard enough to get one teenaged male to do something (ask any parent), let alone dozens of them. Crammed together. Sleep-deprived. With weapons… On top of that, these young men and women are sweating or freezing for less than minimum wage. The bottom line, the Army, Navy, and Air Forces are good at motivating people because they have to be because military life is hard and you can’t pay people much. You may ask them to die, and you have to know they’ll accomplish the mission anyway.”


A common thread can be found amongst the best leaders—whether Spartan hoplite, a Japanese samurai, a Turkish Ghazi, or an American soldier—the ability to have empathy and an understanding of human nature. Napoleon demonstrated unparalleled insight into human nature when explaining the medal to his critics on how soldiers need glory, distinctions, and rewards. Treseder concurred “Things should be earned, never given. (Treseder, 2014).”


Team Engagement & Productivity—Brandy Schade, Strengthology Leadership Consultant, People who have fun and do what they do best on a daily basis are 6x as likely to be engaged. Teams that focus on strengths every day are 12.5% more productive. High levels of employee engagement increase profitability and productivity by approximately 20%.


Paul Zak wrote about “The Neuroscience of Trust”—and found that “building a culture of trust is what makes a meaningful difference. Employees in high-trust organizations are more productive, have more energy at work, collaborate better with their colleagues, and stay with their employers longer than people working at low-trust companies. They also suffer less chronic stress and are happier with their lives, and these factors fuel stronger performance. (Zak, 2017).


Shifting Mindset—It is not just about what an organization wants and needs to survive vs. become extinct—it is also important to address what leadership and employees need to thrive. A relevant survey by the Federal Employee Viewpoint Survey (SEVS) used to evaluate the extent to which the Army Acquisition Workforce (AAW) employees are motivated. Here are a few of what was most important:


• Importance of their jobs and connection to their organization’s mission

• Understanding their jobs and performance feedback

• Encouragement of individual development and the importance of a healthy work-life balance

• Feeling empowered, appreciated, paid fairly, and having opportunities for growth

(Saacks, 2016).


Assessing Your Bench Strength During COVID-19 and Beyond—Virtual recruitment and virtual hiring now should be your “go-to” resources as you take a critical view of your current leadership and people and identify the gaps in strengths necessary to drive the future of your organization in the new norms.


Hiring Virtually—Leonel DeLeon, an expert in retain executive search placements, wrote an article recently entitled “Cost of Getting ‘Hiring Wrong’” and as I was reading it, I found the timeliness of his article to be even more profound because of what we are now experiencing and the entire world is dealing with during this COVID-19 pandemic.

Leonel further posits a few of the advantages of embracing virtual hiring practices, I have found are:


• Access to a larger pipeline of new talent—Global Reach with Local Touch

• Attracting a robust pipeline of more highly-qualified candidates—Breadth and Depth of Reach

• Leveraging technology, reducing time to hire, and making consistently good decisions with on-demand and live video interviews—Means Deploying Talent Much Faster Within Just A Few Days Vs. Weeks or Months.

• Enabling rapid screening of candidates and helps narrow the funnel to assess the most qualified, “best fit” candidates for each position—Finding Best Fit Faster

• Reduces the cost of hiring and increases better decision making—Mitigating the Risk of Hiring the Wrong People

According to a recent Gallup study “Bad managers cost businesses billions of dollars each year and having too many of them can bring down a company. The only defense against this problem is a good offense because when companies get these decisions wrong, nothing fixes it. Businesses that get it right, however, and hire managers based on talent will thrive and gain a significant competitive advantage (Beck and Harter, ND).


Leonel further shared in his article a recent survey from The Conference Board who have been conducting Executive surveys since 1999 shows that the world's top chief executives view the following as their Top 3 concerns in 2020:


• #1 concern is the risk of a recession (we are in a bad recession right now)

• #2 attracting and retaining talent (COVID-19 has caused organizations to layoff and freeze up combined with complete chaos especially when it comes to making hiring decisions), and lastly

• #3 competition and staying ahead of the curve while remaining relevant to their customers and employees (companies’ worst nightmare just became real)


Executives in 2020 also feel unsettled by trade uncertainty, political instability, and more intense competition from disruptive technologies (multiply this fear tenfold today as the pandemic has brought the US economy to its knees).


JPMORGAN CHASE CEO, Jamie Dimon, says he expects "a bad recession" and financial stress "similar to the global financial crisis" in the months ahead as the U.S. economy reels from the spread of the coronavirus outbreak and the lockdown measures being adopted to contain it (U.S. News & World Report, 04/06/20).


Leonel DeLeon, is the Managing Partner of Strong Tower Partners, a retain executive search, talent advisory and executive coaching firm specialized in identifying, attracting and coaching exceptional leaders to maximize organizational talent selection and talent management competencies and processes.


In conclusion, now is the time every employer and their people need to prepare for how their business will be conducted in order to thrive vs. become extinct right now and into the future as we all return to work in the new norm. The reality is organizations must build “scalable” business models and scalable hiring practices while leveraging this unprecedented time in global and U.S. history by embracing it as an opportune time to not only rethink the future of your organization (new business strategy) but to rethink the competencies and talent needed to bring your new strategy to life in a much more agile and dynamic way than ever before.


“Just as the world will never be the same after this COVID-19 pandemic,

neither will nor should your organization.”


Sources:

Learn More

Blog

Blog

Research | Leaders in Transition Progressing Along a Precarious Path | DDI

Posted on May 20, 2015 at 5:45 PM

I came across this research and thought you would be intersted in reading these stats on the degrees of difficulty it is upon leaders in transition. 

Leaders in Transition Research

http/:www.ddiworld.com/ddi/media/trend-research/leadersintransition_tr_ddi.pdf

According to DDI World, Inc. in our analysis of leaders’ navigating the unknown, we compared different types of transitions based on degree of complexity. The bracketed results (below) indicates how much more difficult the transition is for leaders when likened to a lateral move.

• Relocating across countries [42 percent more]

• Relocating within country [18 percent more]

• Moving up one level [7 percent more]

• Moving to a new company [6 percent more]

• Moving business units [4 percent more].

Categories: Notable Authors and Topics and Books to Read, Leadership, Careers

Post a Comment

Oops!

Oops, you forgot something.

Oops!

The words you entered did not match the given text. Please try again.

24968 Comments

Reply INhamma
5:41 PM on December 3, 2021 
order hydroxychloroquine online
Reply Wimhof
4:29 PM on December 3, 2021 
neurontin 300 mg cap
Reply Zopatry
4:15 PM on December 3, 2021 
gabapentin dogs
Reply Ugohof
3:05 PM on December 3, 2021 
stromectol 3 mg tablets price
Reply garrisonvancola
2:18 PM on December 3, 2021 
smaragdgrüne schuhe sterkowski schiebermütze jewellery making kits for childrens parties louis vuitton glass chanel riñonera basket de marche homme salomon
garrisonvancola https://www.garrisonvancola.com/
Reply supreme clothing
2:01 PM on December 3, 2021 
My spouse and i have been quite cheerful when Raymond could finish off his inquiry with the precious recommendations he acquired out of the web site. It's not at all simplistic to simply choose to be freely giving tricks which usually many people have been selling. We know we need the blog owner to give thanks to for that. The entire explanations you have made, the straightforward website navigation, the relationships you help promote - it is all fabulous, and it's helping our son and the family feel that this subject matter is amusing, which is certainly rather mandatory. Many thanks for the whole thing!
supreme clothing http://www.supremeclothing.us.org
Reply steph curry shoes
1:58 PM on December 3, 2021 
Thanks a lot for giving everyone an extremely brilliant possiblity to read critical reviews from this blog. It really is so nice and as well , full of amusement for me and my office fellow workers to visit the blog minimum three times a week to find out the latest tips you have. Not to mention, I'm certainly astounded with your astounding thoughts you serve. Certain 1 points in this posting are absolutely the best I've ever had.
steph curry shoes http://www.curryshoes.net
Reply purchase hydroxychloroquine
1:54 PM on December 3, 2021 
Generic Cialis Soft
Reply air jordan shoes
1:16 PM on December 3, 2021 
I needed to put you a tiny word to finally give many thanks the moment again on the exceptional basics you've shown in this case. This is so strangely open-handed with you to make easily just what a lot of folks would have supplied as an e book to make some profit for themselves, chiefly now that you might well have tried it if you ever considered necessary. The creative ideas likewise acted to be a easy way to fully grasp that some people have the identical desire like my own to realize good deal more on the subject of this problem. I am certain there are a lot more enjoyable times up front for individuals who looked at your blog.
air jordan shoes http://www.michaeljordanshoes.us.com
Reply yeezy
1:13 PM on December 3, 2021 
I not to mention my guys happened to be looking at the best recommendations located on the website then immediately developed a terrible feeling I never thanked you for them. Those men came for that reason warmed to read all of them and have honestly been tapping into those things. Thanks for turning out to be indeed thoughtful and then for opting for varieties of ideal subjects millions of individuals are really desirous to know about. Our own sincere regret for not expressing gratitude to earlier.
yeezy http://www.yeezy350s.com
Reply nike off whtie
1:12 PM on December 3, 2021 
I needed to write you the very little note to be able to give many thanks the moment again over the precious suggestions you've shared above. It is simply wonderfully open-handed with people like you to give without restraint what exactly many individuals would've offered as an e-book to end up making some profit for themselves, especially seeing that you might have tried it in case you wanted. The principles as well worked to be a easy way to understand that someone else have the identical keenness just as my own to understand a little more with respect to this issue. I am certain there are many more enjoyable opportunities ahead for individuals who read carefully your website.
nike off whtie http://www.nikexoffwhite.com
Reply taaflighttraining
10:01 AM on December 3, 2021 
dfb auswärtstrikot herren pandora wing necklace coque personnalisable samsung tab a 2019 banane luxe femme ariat circuit striker boots herrenhüte winter
taaflighttraining https://www.taaflighttraining.com/
Reply kobe basketball shoes
8:27 AM on December 3, 2021 
I enjoy you because of your entire labor on this site. Gloria delights in participating in investigations and it's easy to understand why. Almost all hear all of the compelling ways you offer insightful things through your web site and therefore strongly encourage participation from other people on this subject then our own simple princess is undoubtedly learning a lot. Take advantage of the remaining portion of the year. Your doing a powerful job.
kobe basketball shoes http://www.kobebasketballshoes.net
Reply air jordan 1
8:25 AM on December 3, 2021 
I and my pals happened to be taking note of the nice techniques from your web site and then immediately I got a terrible feeling I never expressed respect to the website owner for those secrets. Most of the guys became as a consequence joyful to see all of them and already have actually been taking advantage of those things. Appreciate your really being really accommodating and then for making a decision on this form of wonderful tips most people are really desperate to understand about. My very own honest regret for not expressing appreciation to you sooner.
air jordan 1 http://www.jordan1shoes.us
Reply off white outlet
8:24 AM on December 3, 2021 
I and also my buddies appeared to be reading the best helpful tips located on the blog and the sudden I got a terrible suspicion I never thanked the website owner for those strategies. All of the ladies happened to be as a consequence thrilled to see all of them and have now in actuality been taking advantage of these things. Thanks for truly being indeed accommodating and also for picking certain notable themes most people are really eager to be informed on. My very own honest apologies for not expressing gratitude to you sooner.
off white outlet http://www.offwhites.us.com
Reply gruenistleben
8:05 AM on December 3, 2021 
automotive ignition testers home kitchen mug sets 1 home kitchen kids fitted sheets 1 womens eyewear frames 6 mens bolo ties 6 industrial scientific elevators periotomes
gruenistleben http://us.gruenistleben.com/
Reply webcix
8:05 AM on December 3, 2021 
womens screws piercing jewelry 6 home kitchen chocolate fountains industrial scientific isolation transformers boys athletic skateboarding 6 industrial scientific hand reamers girls skirts 3
webcix http://us.webcix.net/
Reply ayveebaby
8:05 AM on December 3, 2021 
tools home improvement wood filler 2 industrial scientific coaxial cables industrial scientific staplers toys games childrens inline skates automotive oil pan gasket sets womens athletic sport sandals slides 4
ayveebaby http://us.ayveebaby.com/
Reply lumiduc
8:05 AM on December 3, 2021 
automotive accessories tools home improvement lanterns home kitchen black light fixtures automotive ignition lock tumbler industrial scientific back braces 1 home kitchen sofa slipcovers
lumiduc http://us.lumiduc.com/
Reply winstonmalta
8:05 AM on December 3, 2021 
home kitchen kids quilts 4 home kitchen cooking utensils whisks tools home improvement furniture paint industrial scientific compound gauges mens shorts cargo 2 home kitchen artificial flowers 5
winstonmalta http://us.winstonmalta.com/