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Plan now for the Covid-19 recovery
May 06, 2020
For all the disruption and loss it's caused, Covid-19 has given many businesses an opportunity to review, realign and reset.
So if you're a business leader, now's the time to do your planning and restructuring – and to ask yourself whether you can't make a change for the better. In the often quoted words of Cinderella: Just because it's what's done doesn't mean it's what should be done.
In effect we're saying, take a good, hard look at what you were doing before the lockdown. Was it the best business model? And even if it was, is it going to be a workable model after the recovery?
Has the experience of the past few months added an on-line dimension you can take advantage of? Will your mission and values remain the same, or do you want to make changes.
What about staffing? Were all your staff working well, their strengths matched to their jobs? Will their skills match the business model you're planning after the recovery?
The "clean slate" presented by lockdown and layoffs gives you a once-in-a-lifetime opportunity to start again – to do it better. It's a great time to focus, as we mentioned in our previous blog called "A Time to Focus" read it here.
And at Passions-n-Profits we can help – whether it's planning for change, restructuring or hiring in new skills that match your new-look business.
Think of it as re-booting and rebuilding in difficult circumstances. The key is having somebody who can help you find those people with specialised skills. And, make no error, there will be lots of really good people out there.
Some super-stars may have been laid off by businesses forced to close, others may be doing exactly what we're recommending for you – reassessing! In their case they'll be looking around for jobs they really want to do; jobs that better match their skills and passions.
We can help you snaffle those that are a perfect match for your organisation.
With the potential to hire new staff, it's a good time to look at your "onboarding" processes as well. If you've had high churn in the past it could be because your recruitment and induction processes weren't everything they might have been. We can help you get them right.
Now's the time to get it all aligned, before you actually start recruiting.
Likewise issues of retention, motivation and performance management can be addressed before they happen – by planning forward for when you come out of lockdown.
We've spent far too much time in the past rebuilding businesses struggling with a toxic culture, staff churn and misaligned teams where people's skills didn't match their jobs. We'd far rather work with you to take advantage of an opportunity for a "re-do" and to get it right this time round.
At Passions-n-Profits we not only have experience working in remote areas that traditionally have a high staff turnover, but we've seen the advantages of using different dynamics and multicultural workforces for the benefit of the business.
This is the way of the future. It's up to you to grab hold of it and make it your own.
The word "culture" derives from a French term, which in turn derives from the Latin "colere", which means to tend to the earth and grow, or cultivation and nurture. The workplace is not just a place for you to come and work, but it should also be a great place for you to grow and learn. When we refer to workplace culture, this could be referring to the workplace language used, attitudes at work, values and the way people interact. Did you know that workplaces generally have one of four different types of work culture? This is important because sometimes this internal culture is not a match for your own preferences and you could, in fact, be clashing with the internal culture from day one. A basic overview of the four types are: Clan Culture: is like one big family where everyone does things collaboratively and upholds similar commitment levels. The Hierarchy Culture: A more formal and very structured working culture with strict policies and procedures on the way things need to be done. The Market Culture: based around winning and achieving set goals and beating rivals, so strategies and measures are all based around meeting those goals and sales targets. And the Adhocracy Culture : is based around everyone being quite entrepreneurial and everyone is constantly looking for new strategies to improve the business. Understanding this, could you see that, say you came from a background, for example, in defence, and you started your career loving the set structure where everyone followed policies and procedures, and everyone knew their place and who their reporting officer was, then you moved into an Adhocracy culture which is about thinking outside the box and creating new ways, with most people on the same level, that you may struggle to assimilate with that culture and feel that you might not be “clicking” with the job? Your skills could match up to the job duties yet there would be a misalignment with the workplace environment (culture) and you may not thrive there. If you're the owner or manager of a business understanding the type of your internal culture is a powerful way to employ. If you can include more about the culture of your business in the job advertisement then you could attract better applicants who are a better match to the synergy of your team.
We've put together a list of some of our favourite reads when it comes to leadership, career growth and getting the best out of your team. This list is not extensive yet a great start to look back on some new and old teachings. The best part with most of these listed, they are short yet powerful reads and now with the fantastic introduction of Audible books you can now download these books and listen to them in the car or on the way to work (turn your dead time into learning time). Of course, once you've had a read of these books let us know what you thought of them by sending us a quick email OR share with us one of your favourite leadership books for us to add to the list.
3 million Aussies are planning on making major career moves on the back end of the pandemic.
If there's a legacy I'd like to leave before I shuffle off my mortal coil, it's having empowered others to become better leaders. And that brings me to the topic of this blog – defining what makes a great leader. I've encountered many of them in my travels. People doing amazing work, inspiring others and creating world-class teams working towards a common goal, everyone self-driven and proactive. Alas, it is not always like this! All too often I've been hired to find out why organisations are not working effectively; why there are barriers and friction, and nobody can quite put their finger on the cause. In most instances, the problems started at the top – and you can imagine how popular that made me, pointing out that the people who'd hired me to fix their dysfunctional teams were the ones that needed my attention first.
Go back to a job that you WANT to return to, not that you HAVE to return to. This is exactly the type of Personal Development you should be doing in preparation for the COVID-19 recovery – development on yourself, looking at all the options and getting ready for change!
leaders with the strongest teams are playing a different game now thanks to COVID-19. Your teams are at home, playing individually, spread far and wide, perhaps scared and uncertain of their future, distractions at every turn. How can you help them?