Organizations Navigating Change
Businesses need to be prepared for change, to grow and adapt as the economy shifts around them. And let’s all agree that the current landscape has changed more quickly than any of us could have foreseen!
Healthy organizations have structures in place that allow them to be proactive in times of uncertainty. They can lean on strategy, clear vision, culture, and leadership. At Summit, these four pillars are the basis of our work.
In our commitment to serve, we have created this page with tools and guidelines for you to make the difficult decisions you may be facing, take swift action where necessary, stay motivated, and continue to thrive …while sanitizing our desks every two hours.
Answers To Your Questions
When companies manage operations through a lens of both performance and health, their chances of outperforming their competition and surviving through difficult times rises significantly. Here are some FAQs to help you enhance your organization’s health and wellbeing.
How do I generate more sales and revenues in our current state?
I wish there was an easy answer for this one. Truth is, there’s nothing normal about this situation whatsoever. Revenues and sales will be down for a while, we need to face that fact. That’s the bad news. Here’s the good news. There are things we can be doing right now to position our organizations for when this downturn ends…and it will end. We must maintain a growth mindset and keep our eyes on the long game.
As a leader, how can I provide stability when things are unstable?
Leadership can be tough at the best of times. In days like these, it is more vital than ever and takes grit and perseverance. Your team needs guidance, direction, clear expectations, understanding and your time – to share their thoughts and fears and receive your encouragement.
Doing these things as much as you can will help to provide stability at a time of uncertainty.
How do I know my team members are productive when they’re working virtually?
It is possible to maintain productivity in a virtual environment. When you meet virtually each morning, invite each team member to share their day’s plans. Have items available for delegation if a team member’s workload sounds light. Have an end-of-day check-in to discuss each person’s progress if possible. Be prepared to coach your teams and hold them accountable if deadlines are missed.
Can I get half-ready for work now that I’m working remotely?
Yes, you can. Here’s the trick. The blazer or sports jacket you’re wearing on the top half will catch your webcam view and no one will be any the wiser about the pajama pants you’re wearing on the bottom half.
As for your hair, you need only to worry about the front. If you’re facing your webcam, no one’s going to see your bedhead in the back. Social distancing has its perks.
My industry could look radically different when this pandemic is over. Where do I start in thinking of ways to remain relevant?
Labatt breweries is retooling its beer-making facilities to make hand sanitizer. Electronics giant Foxconn (manufacturer of Apple iPhone hardware) is switching part of its production to make surgical masks. What do Labatt and Foxconn know about themselves that makes entertaining these shifts a rationale move? They know their core competencies: great technology, established manufacturing lines, nimble culture. Because they’ve defined them, they can now pivot and find ways to apply them to new opportunities and thus, remain relevant. You can do this too. What are your core competencies? Focus on your strengths. What has been your competitive advantage and how can you leverage it again in new ways?
How can I ensure conflicts are resolved productively while my team works remotely?
First of all, find out the facts, what is the situation? Try to remove bias and personal emotions and remain objective. Avoid emailing because it can be too easily misinterpreted. Rather, schedule a video call so that you can observe body language which makes up 55% of communication. Listen and restate what you’ve understood the issue to be to ensure understanding. Figure out what needs to happen to resolve the disagreement and commit to the decision. Be sure to follow-up in the appropriate amount of time to ensure the issue has remained resolved.
Due to lay-offs, I need to move staff into different roles within my organization, how can I be sure I’m putting them in the right roles?
Lay-offs are difficult enough and the last thing you want is to create further challenges by assigning a team member to a role that is not the right fit for them. PXT Select is an online assessment tool to help you measure your employee’s thinking style (can they do the job), behavioral style (how will they do the job) and interests (will they love the job), Then, you can take those results and match them up to the job you have in mind for them to determine their percentage of fit. On top of that, you gain access to 13 different reports that help you to lead them well.
Check out this brochure for more information or contact us!
Employee Performance through Strategic Planning
3 Ways Coaching Helps You Become a Better Leader
Three Common Mistakes With Strategic Plans
Return to Work
Healthy Organizational Culture
Passionate About Strategy
Organizational Clarity – How to Align Your Team to Your Unique Business
Gifts from COVID-19
How Are You Managing Your Time?
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