By Esther W Hudson MAdEd CPHR, Managing Partner, Capability Connections Consulting
Throughout the pandemic we have asked: “When will our world go back to normal?”. The pandemic brought a tsunami of change with its lockdowns, technology-driven interactions, anxiety, and fear. We worked through those early stages with the hope of the old world returning. We have since learned this was not the constant change we had learned to endure and work through prior to the pandemic with good planning, but full-blown disruption. The change is wholesale, deep and far-reaching. We no longer have the luxury of not changing but must learn to constantly adapt. If there is a new normal, this is it: no normal.
What does this mean for you and your colleagues? Extensive pre- and post-pandemic research has told us the workplace culture is the defining difference between companies and teams that succeed and those that don’t. A wise colleague of mine once said that culture is like the air we breathe—it can either support and give life to an organization or, if its quality deteriorates, can portend illness and eventually demise.
The challenge is that, like our desperate need for oxygen, we don’t have the luxury of time. Learning and adaptation need to happen in real time, building on what we know about people and performance at work. In this new context, we can rightfully assume that people still need the basics—to be cared for physically and psychologically. They need good equipment and a comfortable workplace with the tools and information to do their work. They need to feel safe, be secure in their employment, and know what is expected of them. They also need to be seen and appreciated, able to use their best talents and strengths in the service of their team, community, and world.
Meeting these needs were difficult enough when we were all in the same office. With remote work the “what” of employee needs has not changed, but the “how” of leadership has. Hybrid work will become the norm and the changed context will require new ways of structuring and managing work. Agendas and meetings need better planning and intentional methods of enabling involvement. Successful leaders will use new ways of “seeing” individuals and recognizing and motivating performance. Leaders and teams will employ new and intentional ways to build in accountability, feedback, and recognition to remote work.
This is an exciting time—one in which we can redesign our workplace world. We can learn to see possibilities and change how we work together. It is a world where every single team member can contribute and influence results. Leadership is needed at every level, which means everyone, regardless of role, can be effective in molding and enabling a productive workplace culture. What an amazing opportunity!
The air that is workplace culture needed a new ventilation system and it is time for all of us to be the installation specialists.
If you would like to learn more from Esther, sign up for the upcoming full-day seminar, Productive Workplace Culture Post-Pandemic taking place over two days, June 15 and 16.
Esther’s consulting work focuses on helping organizations build the capability and commitment of their people to achieve breakthrough results. Leadership development, thinking training, customer service, change management, and culture assessment are particular specialties.
Her experience includes over 30 years of consulting, specializing in human resource development, working with clients in a wide range of companies. She is an accomplished conference speaker and facilitator. Her sessions encourage people to think more deeply about what they are doing and to have the confidence to take constructive action and create change.
Esther received Bachelors of Arts and Education degrees from Queen’s University in Kingston, Ontario, holds a Master of Adult Education from St. Francis Xavier University, and is a Chartered Professional in Human Resources (CPHR).
