Leading with ICE
/Now is the time for those responsible for others (be it officially or by influence) to get onto the bridge and lead.
The vector and velocity of change as a result of the crisis and the surge in remote working means that if people are working in ‘social isolation’ as opposed to ‘location isolation’, then the leader isn’t doing their job. People need to lead with ICE:-
- Inspiration
- Clarity
- Empathy
Inspiration. People will be looking to you for direction. They want consistency of action and deeds; also calm consistency; communication that has integrity and inclusivity (not one way); make people feel special – recognise them and get others in the company to do so too.
Ask yourself “Who do I want to be as a leader in this crisis?” This will vary from company to company and leader to leader, and will stem from self awareness. What do I do well as a leader? How do we keep a customer centric focus when we are in different living rooms? And of course, how do I inspire over a video call…?
Clarity comes by (at a minimum) constantly and consistently confirming:-
- what the organisation is there for;
- what it is planning and doing now, including for its people;
- what the division and/or department are there for;
- what you are there for and what is each and everyone’s contribution – what is expected of them.
There is so much going on to which no one has the answers. Focus on controlling the controllables, the stuff within your remit. Things are changing so rapidly make sure you keep to a manageable timeframe - maybe 3-4 weeks ahead. Ask them to replay back to you what they have heard. Remember, in times of psychological threat or pressure we close down our ability to reason as we enter ‘fight or flight’ and the blood goes to the main muscle groups in the arms to fight and the legs to run - thus depriving the brains oxygen. So make sure they heard what you wanted them to hear. (You may be amazed at what comes back!!)
Clarity also involves providing feedback to enable people to course correct now, when they need it most.
Empathy. We are all groping our way forward, experimenting and finding what works. Help your teams. Listen. Be there – and nowhere else – when you are interacting with them. And yes, it’s OK to show vulnerability, to say you have worries and concerns of your own. For example, a CEO I spoke to admitted to the whole organisation he had experienced a major ‘wobble’ the previous week, then went on to explain how he came back from it.
Communicating with people showing compassion will play to fundamental human needs -even more vital when we are not in the same room and they are experiencing working conditions for which we are not yet acclimatised. Go to their heart first then their head - the relationship should be first above the task. Ask how are they feeling, what are they thinking etc - it's impossible to get their task attention if their mind is far away in worry etc.
And didn’t forget you don’t have all the answers. Let them chat, recommend etc.
Communicating with clarity and empathy shouldn’t be a one way process. Encourage your teams and peers to reach out to others so it becomes the new norm.
The good or great leaders I am speaking to whilst we are IC (In Corona) are seizing the opportunity, using phrases like “I’m really enjoying this” “This is our defining moment” “This is the opportunity to get out of the engine room and on to the bridge”. So check – who do you want to be as a leader in this crisis?
