The Role of Patience in Leadership

Patience is not synonymous with complacency or inaction; rather, it is the ability to remain calm and composed while navigating challenges and uncertainties. Effective leaders understand that patience is not a sign of weakness but a strategic strength.

Patience helps them in building trust among team members. When a leader demonstrates patience, team members feel heard and valued. This trust fosters stronger working relationships and increases team cohesion.

In any workplace, conflicts are bound to arise. Patient leaders approach conflicts with a level head, seeking to understand all sides of an issue before making decisions. This often leads to more balanced and fair resolutions.

Patience enables leaders to empower their team members to take ownership of their tasks and make decisions. Not every decision results in a positive outcome or a desired result. Leaders often rush or micromanage in those trying times out of their anxiety to give their best shot at it. They might have the intent to lead from the front, however, when they show their anxiety and unhappiness while doing so, they stifle the creativity and growth of their team members; they dent the self-confidence of their team members.

Rushed decisions can lead to costly mistakes. Patient leaders take the time to gather information, consider various perspectives, and make informed decisions that benefit the organisation in the long run.

Leaders who practice patience are less likely to succumb to stress and burnout. This, in turn, sets a positive example for their teams to prioritise well-being and work-life balance.

The Benefits of Leading with Patience

A patient leader creates an environment where team members feel comfortable expressing their ideas and concerns. This leads to higher morale and job satisfaction. Patience encourages open and honest communication. Team members are more likely to share their thoughts and concerns when they know their leader is willing to listen patiently.

While it may seem counterintuitive, patience can actually improve productivity. US Navy SEALs and other such rapid-response special forces over their years of experience have understood the importance of patience. US Navy SEALs famously have a belief that “Slow is smooth and Smooth is fast.” Rushed decisions can lead to rework and delays, whereas well-considered decisions save time and resources.

Patience fosters a focus on long-term goals rather than short-term gains. Patient leaders are more likely to develop sustainable strategies that lead to long-term success. Patience equips leaders with the resilience needed to weather storms and bounce back from setbacks. It helps leaders maintain a positive outlook even in challenging times.

Cultivating Patience as a Leader

We must actively listen to our team members without interrupting or rushing to judgment. Showing genuine interest in what they have to say helps. We understand this, but in the rush of the moment, we tend to sermonise, sometimes admonish; and sometimes, on the opposite end of the spectrum, celebrate prematurely.

We have to avoid setting unrealistic deadlines or expectations in the name of ambition. We must give our team and ourselves adequate time to achieve goals. We have to embrace uncertainty; we know, not everything will go as planned, and unforeseen challenges will arise. Embracing uncertainty and viewing it as an opportunity for growth will raise our position in the minds of our teams.

Sometimes, taking a pause or a short break can do wonders. They clear our minds and reduce stress. Stepping away from a problem for a while can lead to better solutions. We must encourage feedback from our team members and be open to criticism. Leaders have to use feedback as an opportunity to learn and grow.

Leaders have to model patience in their day-to-day behaviours. The team will often follow the path the leader sets. So a patient leader, composed leader sets a culture of focus, commitment and collaboration in the organisation.

In the whirlwind of leadership, patience is the anchor that keeps us grounded. It is not a sign of weakness but a testament to strength and wisdom. Leaders who lead with patience create an environment of trust, respect, and resilience. They inspire their teams to excel and adapt in the face of challenges.

Leading with patience is a vital and often underestimated aspect of successful leadership.

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It is possible!

In our mythological text, Ramayan, a bunch of monkeys were able to do what nobody in that time could even dream of. They had no know-how and wisdom to get this done. Their power was no match with the powers they were trying to conquer. The obstacles before them were incredibly hard. Yet they succeeded!

Getting extraordinary results with a team of ordinary people is not only possible but has been achieved by many successful leaders and organizations. Are there lessons to be learned?

A couple of lessons worth emulating:

Leaders communicated a clear and inspiring vision to their teams. When people understand the bigger picture and the impact their work can have, they become more motivated and aligned. ISRO scientists on the mission knew that they were onto something spectacular, and they could directly contribute to the mission of reaching the moon. They would achieve what nobody else in their circle has ever done. Moreover, they would make their near and dear ones immensely proud. Probably, this was the biggest gift they could give to their friends, families, and relatives. Financial rewards, certificates and bonuses did not matter for them. They trusted their leader’s vision and were on a mission despite several challenges that their daily lives were inundated with!

These exceptional leaders identify and utilise each team member’s strengths. Ordinary people often have unique talents that can be harnessed to contribute significantly to the team’s success. Often a firm’s structure, description of the roles, and organisational processes that help the workflow in a certain manner become massive debacles on the way of using each team member’s aspirations and strengths. Strong leaders often bend the rules a bit and show flexibility to make minor tweaks in the organisation’s structure, systems and processes to get things going. While it is often argued that large organisations need systems, processes and rules to function, strong leaders make a few exceptions here and there keeping the ethical code of conduct and spirit of the organisation intact. Such innovation allows them enough elbow room to function. They take care not to break the cultural fabric of the firm; rather they make it blossom further. This is a tightrope walk and they do this adeptly.

Why the old practices have not been working?

When leaders want better outcomes, they bring in additional bonuses, track performance closely, publish leaderboards, keep nudging their teams and sometimes, they will whip and punish the folks on the slow lane. Certainly, these are the tried and tested methods! But, the large question is if this is relevant in 2023.

A large part of the workforce looks at their work life with as much importance as they give to the other aspects of their life. Friends, family, passion and interest have become much more important than what they were for the employees a couple of decades ago. As our socio-economic changes have been taking shape, today’s workforce expects a lot more than the monetary rewards from their work. A significant number of them expect a connection with the organisation’s purpose and ethical standards. Factors such as personal development opportunities, respect at work, freedom to operate, trust levels among colleagues and camaraderie were always important. However, they are more important for today’s employees than the ones in the 90’s and before.

Moreover, the work environment is increasingly fast-paced, volatile and dynamic. Hence, we need our workforce to exhibit agility and resilience, act proactively, collaborate and solve problems on their own. They need to demonstrate high levels of ownership of everything they do. Hence, the old methods of rewards and punishment, nudges and whips to bring the best out of our workforce have been failing. To make things more complex, leaders have the unique challenge of leading their folks in a style very different from what they have been exposed to.

While these strategies can help maximise the potential of ordinary team members, it is also important to recognise that extraordinary results might not always be consistent or guaranteed. The goal is to create an environment that fosters growth, collaboration, and innovation, allowing individuals to exceed their expectations and achieve remarkable outcomes.

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Why collaborate?

Customer preferences have been changing rapidly; technological developments have been taking place faster than ever before; socio-economic changes are impacting employee expectations and behaviours; external environment of legal provisions and financial resources have been evolving fast too. As a result, to succeed in this dynamic world, a business must be agile and run fast.

In the course of day-to-day operations amidst a dynamic environment, a business is likely to face unforeseen challenges and unprecedented obstacles. Leaders at all levels and employees included have to deal with these and find solutions. They will succeed in some cases and fail in some, but they have to find solutions.

One of the ways to make the solution robust, they have to look at the evolving situation from diverse perspectives. This is possible only when the leaders come out of their silos to work together and lead their teams to work collaboratively within the team as well as outside the bounds of the team.

How do we collaborate?

A huge number of people live in nuclear families nowadays and most of these families are small. Thus, the need of sharing ideas, perspectives, troubles, pains, opportunities and happiness is very limited in our lives. We do not grow up with peers in our homes and local communities; our thoughts, ideas, demands and opinions do not get challenged; neither do we need to give in, share and accommodate. Hence, our skills of working together, empathising with others, listening to others, visualising a common goal and working towards it are very limited.

As we start working for an organisation, we are expected to know the goals of the team and work towards them; we have to work alongside our colleagues to give the final output that our organisation produces and delivers to its customers. Hence, we have to learn the skills of collaboration intently and actively. To excel at work, we have to take the initiative ourselves to understand the bigger picture, how we fit in that picture and how we can create a visible impact in the overall scheme of things.

Who drives the collaborative spirit?

Top leaders of an organisation need to have deep faith in the premise of collaboration. Only then, do the next steps flow naturally and sustain over time to yield results. A collaborative organisation engages its employees better and hence, its customers and partners. Thus, the success of collaboration is visible in the objective measurement of customer satisfaction and the NPS (net promoter score) of the stakeholders. The top management of an organisation has to see this and explain it to the rank and file.

Functional leaders take the spirit forward in operationalising it while they take decisions related to recruitment, rewards and recognition, stakeholder management, customer acquisition, service delivery, conflict resolution, design and development. Through each step of the process, employees start listening to the views, opinions and ideas of others, reach out to others proactively, communicate openly, engage with the organisation-wide goals, relate with the team-level goals and walk the extra mile to contribute towards their team goals and organisation-level goals.

Read also:

• #GetTheBestOutofUs: Collaboration by Design
• #BuildingTomorrow: In the Age of Disruption
• #BuildingTomorrow: Making Employees Feel Heard
• How HR Can Create A Better Working Environment For Artists?
• Why Everyone Wins When You Upskill Your Workforce

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The case for a transformational leader

Decades ago, people looked up to the leader designated by someone else and followed his or her words, ideas and instructions without an iota of doubt about the merit of the action. However, given the socio-economic changes prevalent, these norms are no more valid.

People seek independence, trust and fairness; they look for authority and need recognition for successes howsoever small they may be. These are universal and more significant than ever before. Hence, leaders have to adapt their style to suit the expectations of their followers and at the same time, deal with the constantly-evolving situations around them. It is a tall order for any human; one needs the power of multiple minds and perspectives to lead in this dynamic environment!

Thus, the only way before a wise leader is to involve the team in shaping the future course on an ongoing basis and build a culture of collaboration.

A few things have remained constant

In our childhood, we have heard many fables and understood the characteristics of a leader who is successful and celebrated. Accordingly, we form our ideas and shape them as we experience the world around us during the years of our growth into adulthood and our work life. Over the years of our growth, we notice that there are certain qualities that we must develop and nurture if we aspire to be successful leaders.

Every leader has to be humble, caring and strong so that the team looks up to the leader and feels confident that their interests will be taken care of to the maximum possible extent. They feel safe to share their thoughts, raise concerns and discuss their ideas with the leader. The leader listens genuinely and speaks his or her mind rather than trying to play it safe and avoiding disappointments among team members.

Similarly, a leader is respected when one is honest, unbiased and fair. These sound fundamental, yet many leaders fail these at times. They side-step uncomfortable issues and do not reflect on their thoughts and decisions; thus, lose the opportunity of making course corrections and growing stronger.
In the absence of these qualities, no leader can ever dream of being a powerful transformational leader who can influence the thoughts and actions of his or her team.

Can a leader train oneself to be better at influencing others?

We know for sure that the old-styled command structure of leadership does not work in the crucial situations of leading a team towards the organisation’s goals. The influencing style fares better on most occasions and hence, one has to sharpen one’s saw to make progress.

To begin with, one has to practise taking important decisions in a consultative manner. The team must feel that they were consulted and heard. They also must know that all the suggestions and ideas will not be accepted for implementation; some of them will be struck down. However, the process of consultation and listening builds the leader’s credibility and strength. The change agenda can be driven easier by such a leader because he or she has transformed the team into a network of minds that works together towards the same goal.

Secondly, the leader has to set his or her conduct as an excellent example in the firm. All of us know, that it is easier to preach than to practice. A leader is in a position to influence the team’s behaviours and actions only when his or her conduct is a benchmark in itself. For example, if the organisation expects its leaders across the hierarchy to be innovative, the leader must conduct oneself in such a way that teams down the line feel inspired to quote the leader’s words, behaviours and actions, and use those as benchmarks.

Charisma can be learnt!

The post #GetTheBestOutofUs: Strengthening the Influence to Transform appeared first on CIEL HR.

Start using healthy meal kits in the cafeteria

Meal kits have skyrocketed in popularity in recent years, especially among individuals who try to stick to a healthier diet. By making use of meal kits to prepare healthy meals in the office cafeteria, a range of problems can be addressed simultaneously. Not only will employees be able to choose from a range of nutritious meals, but food wastage will also be reduced considerably.  By making the effort to source environmentally-friendly meal kits, there is also no need to be concerned about the amount of waste that is generated by the packaging. There are countless meal kit options available that cater to various dietary needs including low-carb, vegetarian, gluten-free, Paleo, and low-fat.

Provide healthy food for meetings and functions

Meetings and functions are common occurrences in a business environment. Unfortunately, the food that is on offer at these gatherings is often far from healthy. Sandwiches, crisps, donuts, and tacos may be appetizing but they aren’t bound to win any nutrition-based awards. If your organization makes use of a catering company, speak to them about providing alternatives to the typical high-carb and deep-fried fare.  Most fried foods are equally as delicious when grilled and wholegrain bread and crackers are also considered good choices. By making healthy food available to the workforce, both their performance and productivity can be enhanced. They are also likely to become increasingly engaged and creative according to the Journal of health Psychology.

 Reduce the temptations

It becomes considerably easier to encourage healthy eating among employees when the temptations in the work environment are removed or, at the very least, reduced.  Replace the full cream milk in the cafeteria with a low-fat option and make sweeteners available in addition to regular sugar. If there is a vending machine on the premises, add a range of healthy food options to the offerings or consider removing it altogether and replacing it with a salad or smoothie bar. The WHO recommends that at least 5 portions of fruit and vegetables are consumed daily and these additions will make it significantly easier to achieve.

Encouraging the workforce to eat healthily can be of considerable benefit to both the employee and the organization. Apart from boosting health and wellness, an increase in productivity can also be expected.

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The average office worker generates an astonishing 2 pounds of waste just from paper products each day. While becoming a bit more eco-friendly is certainly attainable and has been done before, going zero waste is another thing entirely, especially in India where the rising population and high amounts of waste (that often end up in landfills) present additional obstacles. Thankfully, there are a few ways that implementing certain techniques in the office can be done effectively and successfully, and can help put your company on the road of becoming entirely zero waste.

Discovering the origin of office waste

Indian landfills contain so much waste that the country will reportedly need a landfill that’s the size of New Delhi by the year 2050, according to a joint report by Assocham and PwC. However, before taking action and actually gearing your office to become a zero waste workplace, it’s important to determine exactly where the waste in your particular office originates from. Whether it be primarily food waste or from paper products, simply having the knowledge will allow you to implement positive changes accordingly as well as see where the main issues are.

Carrying out a DIY audit can be especially beneficial in doing just that, and can be done by creating a tracking and monitoring system for office waste (such as by keeping separate bins for paper, plastic, cans, and other waste). After a set amount of time, analyzing how much waste your office has produced and logging the results will allow for a future reference point to look back on. Getting your employees involved with this process can easily be done by designating a team to lead the project, which is a great way to get everyone informed and open their minds to making a more zero-waste change.

Taking action via sustainable changes

After determining exactly where your office’s waste originates from, you can then determine what sustainable and zero waste techniques would fit your office’s needs best. For example, if your office’s waste stems primarily from paper waste, then implementing a policy on reusing or recycling semi-used paper could easily be put into place. However, bigger issues such as food waste within the office might be a bit daunting when it comes to figuring out the right course of action.

In the United States alone, food waste amounts to a shocking $240 billion in food each year, with much of it heading straight to landfills. For comparison, India wasted over 68 million tons of food back in 2019. On a global scale, however, it’s estimated that 1.3 billion tons of food are wasted each year, highlighting just how major the issue is on a worldwide scale as well. If your office’s primary source of waste is seen via things like takeout containers and leftovers from office functions, implementing zero waste practices can be done by encouraging employees to bring lunches from home in reusable packaging, or even by making the option to compost leftovers available via installing a composting bin. Similarly, encouraging your employees to bring their own reusable coffee cups, or use communal mugs at the office can also help in regards to limiting waste from paper to-go cups.

Converting to a zero waste office can seem like an impossible task, though in reality, there are numerous ways that you can get the ball rolling. By first determining where the waste comes from and then taking action in small yet impactful ways, you can put your workplace on the road to success in becoming zero waste.

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Human beings work in organisations as workgroups or departments or functions which are nothing but social groups that work through interpersonal relationships, with a common purpose, under a common identity, shared values and norms. They establish practices through mutual trust and cooperation. This play of social capital is led by team leaders or workgroup integrators. How do these leaders in the current times steer their teams around those shared values and towards the common purpose to cross new milestones?

Adapting to the virtual work environments

New employees are being onboarded virtually. They receive a few phone calls to welcome them to the team and the organisation. The manager spends some time talking about the work, the goals and tasks at hand. And sometimes the skip level manager spends some time with the new employee on the phone or a video call. A laptop and a few essentials are couriered to the employee’s home so that the person can get started with the tasks at hand. Some teams get the person on a call with the other members of the team for an introduction. We hope, this process gets followed well and will be adequate in mainstreaming the new employee with the organisation. The hope is that the new person will relate well with the team, the manager, the organisation, the common purpose and the immediate tasks at hand. How pragmatic is this especially when we know that the onboarding process in a physical workspace is in itself challenging?

The leaders across the board have to adapt to the new reality so that they can use the tools such as video calls and collaborative work methods well; they can put additional efforts to engage with not only the new joiners but also the existing members of the team. Every member of the team might not be in the ideal physical and mental state to be effective while working physically away from colleagues. They may lose motivation to reach their goals, may not find it worthwhile seeking clarifications from the others in a remote way. Some people may struggle to concentrate on work due to the limitations of their physical work environment or the way they are as personalities. The role of the manager is very critical in adapting to the new way of working and customise their approach for each person in the team.

Driving change

If we were to nail one thing that the pandemic has impacted the world of work, it is rapid changes in almost everything. Organisations have adjusted their focus market segments, made changes to the roles and expectations of their people, brought in several changes in their people policies and practices, reviewed their portfolio of products, services, supply chain and revamped them in many cases. Managers in each function have had the responsibility to communicate, implement and sustain these changes. Some of these might be reversed again, but many are going to stay.

Organisations have discovered new ways of improving efficiencies. So, employees are expected to behave or act differently when they spot, evaluate and respond to an opportunity. Sometimes, they may have to act differently to a problem or a challenge they faced earlier. The manager has to learn and adapt new ways of motivating the employees to behave differently.

Some organisations use recognition practices and monetary rewards to drive certain behaviours in their employees. However, this may not be practical all the time; hence, the managers have to carefully plan their communication keeping their target audience in mind. Some managers talk about the benefits of the change; some present it as a decree or instruction of the top management; and some link it with a higher purpose like an environmental benefit, poverty alleviation and the like. One cannot say that one particular style of communication works in all situations. Leaders need to adapt!

Understanding the people

It is easy to say that we must adapt. However, in practice, this is one of the most challenging aspects of leadership. Knowing members of the team as human beings is incredibly hard because it involves a huge amount of time and effort to build the rapport, understand the motives and drives of each person. As time passes, everyone’s context changes and the evolving environment keeps impacting our thoughts and beliefs. Hence, studying human behaviour and understanding group dynamics is critical for leaders.

This comment could sound run-of-the-mill and conventional. However, this is more significant than ever before because the new world of work is filled with rapid changes in interpersonal dynamics, business goals and standard practices. Hence, every leader has to invest a lot of efforts in understanding the team dynamics and adapting to the situation.

Ref: https://hbr.org/2020/10/feel-good-messaging-wont-always-motivate-your-employees?ab=hero-subleft-3

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 What Are The Company’s Values And Culture?

When applying for a new role within a company, it’s important to understand their core values and their overall culture. This can be a major deciding factor when it comes time to accept an offer of employment. Culture comprises the behaviors, goals, working environment and decision-making processes used by employees at all levels. It also encompasses employee wellness programs and how  the company supports related initiatives both internally and externally.

Take time to research a company’s website and social channels, and also analyze recent reviews from current and past employees to gain a deeper perspective on an employer’s culture. Reach out to someone within the organization to dig a little deeper and determine if their professional values match your own. Look for details regarding their employee wellness programs to ensure you’re entering a company that coincides with your personal needs and goals.

Are They Listening To Their Employees?

Up to 89% of HR leaders agree that routine feedback and check-ins are necessary when connecting with their workforce. By supporting employees ideas and input with action, employers are better able to meet their needs inside and outside of the office. To determine if a company listens to their workforce, research recent initiatives the company has implemented in relation to work-life balance or health programs. Do they offer flex-time or remote work? Is there a fitness program designed by and for their employees? Are there benefits in place to meet employees’ needs? All of these are great examples of various wellness programs that can make working for an organization a better fit for you.

Look for signs that leaders within the company diversify their feedback by surveying all levels of the organization. Knowing that the leaders understand the various needs of different roles can ensure you’ll see consistency within the wellness programs as you grow with the company. In your interview, be sure to ask about ways in which feedback and check-ins are conducted and their frequency to get insight into their feedback strategies and processes.

Do They Supply An Employee Assistance Program?

An employee assistance program (EAP) is meant to offer counseling services centered around numerous employee work and home-life needs. These can include, but aren’t limited to, stress management, personal financial concerns, nutrition and health programs and medical care information. An EAP is completely voluntary, but it’s a great option to look out for when applying to a new organization. It’s often included in the employee benefits package, so be sure to inquire about a new employer’s benefits before accepting a role. This information gives a detailed glimpse into the type of support they offer their employees and is a positive factor to consider when deciding to join a company. For more information about employee assistance programs, check out this article to look into their various benefits.

Do They Support Personal Growth And Milestones?

Employee wellness pertains to more than just health and wellness. It also includes support of your personal and professional goals. Depending on what phase you’re at in your own life, you’ll want a role within an organization that offers growth opportunities. These opportunities will allow you to plan and make next steps possible, like buying a new car, saving for retirement, paying outstanding debts and even buying a home.

Recently, there’s been a rise in the demands for employee wellness to encompass financial milestones, with the most prominent being home buying assistance. If you’re in the earlier stages of your career and have outstanding debt or poor credit from ill-paid financial expenses, buying a home may seem out of the question. And although it’s still possible to purchase a home with pre-existing issues such as bad credit, it’s not ideal and may be the deciding factor when accepting a new position. Employers who offer discounted closing costs or partner with real estate brokers to make your search easier allow you to juggle your new role while also hitting this important life milestone.

This is just one example of the more personal wellness benefits employers offer, but this and other benefits are important to consider when planning your career path. Your personal goals should coincide with your career, not be overshadowed. Sit down and make a list of your personal goals and research companies that offer assistance in these areas. This will help narrow down your search and also better prepare you for the future.

Do They Promote Positive Physical And Mental Health Programs?

Balancing your personal health goals with your career is a contributing factor to preventing burnout and stress. Look into employers who offer fitness programs that support a healthy lifestyle both in and out of the workspace. Productivity correlates with feeling physically alert and energized, so inquire about a company’s various fitness programs or challenges and how you can join. Routine physical activity throughout the work day, especially for those tied to a desk from nine to five, can be difficult to work into a busy work day. Look for resources offered by your employer regarding quick exercises, health information or routine breaks you can take in the day to boost your activity. Inquire about or share exercises you can perform right from your workspace for those inevitable busy days.

When it comes to mental health, work-life balance is important, and accommodating employers are the ones to be on the lookout for. Look for a workplace that harnesses work-life balance and incorporates it within their culture, along with comprehensive guidelines into how it’s enforced. Your personal needs pertaining specifically to your mental health should never take a back seat to your career responsibilities. Talk with your new employer about ways to improve their mental health programs if necessary, or research ways they can bring in professionals to further support and help their staff.

Are they the right fit for you?

Determining if a company will support your personal goals along with your professional aspirations is no small feat. Analyzing their employee wellness initiatives can give you a clearer picture of their culture and if it’s the right fit for you. Take the above elements into consideration when conducting your career search, and don’t be afraid to ask your prospective employer questions. It can mean the difference between a fulfilling, supportive role or a stressful work day.

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Make a Schedule

Even if you’re not used to having to plan out your days, drafting a schedule each morning for the rest of your day will help to keep things on track. This could be especially important for those that are finding themselves balancing out a workload and any care taking. If you know you will need to set aside some time for home-schooling help, making your kids/family lunch, or anything else, carve that into your day. This way when you need to plan calls, projects, or video conferences, you can avoid overbooking yourself during this already stressful time. The schedule will also help you keep track of your actionable items. If your employer already gives you access to some kind of calendar, you can use that to draft your schedule. If not, try checking out calendar apps that could best fit your needs. Even though working from home can seem more casual, you still want to maintain your professional habits. This means promptness when meetings occur over the phone or a video platform. If a client is expecting a call at a certain time, you’ll want to be sure you dial in in a timely manner. This is certainly not the time to lose a client’s trust or cause any damage to the relationship.

Get a Jump On the Day

It can be hard to get started when your routine is so different. Not having to go into work is a big change. Kids not having to go to school is a big change. In order to give yourself some semblance of normalcy, come up with a new, at-home version of your routine. Get up, get dressed, make breakfast, and write out your schedule for the day. While a perk of being at home is certainly getting to wear comfortable clothes, it’s helpful to your motivation to go through the motions of “getting ready.” Even though you’re in the comfort of your own home, it’s important to change your clothes considering the impact clothing has on your mindset. Getting dressed in the morning puts you in a more productive mindset and has you ready at a moment’s notice if you have to hop onto a video call. 

As a representative of your company, you’ll want to still look professional as the rise in video calls has increased as a means of communication for businesses. Home comfort and looking professional do not have to be mutually exclusive. No one will see your legs on a video call, so work pants and dress shoes aren’t necessary. However, putting on a nice, clean shirt and keeping a blazer or cardigan nearby will have you ready to positively represent your company.  If you’re looking to incorporate more comfortable professional styles to your wardrobe, consider shopping thrifted clothing. With money being a big topic on everyone’s mind right now, this will allow you to get a sharp work look without worrying about going over your budget.

A New Etiquette

Client calls or in-person meetings had their own set of rules and etiquette each business followed to put their best foot forward as professionals. With video conferencing sweeping through businesses to adapt, representing your company goes beyond looking the part and being prepared with whatever materials you’d need for the meeting. Even though you might be new to the process, you’ll need to keep a couple of things in mind to pull off a top-notch video call. Be mindful of your lighting. You’ll want to be sure you are well-lit and the clients will be able to see you ok. However, look behind you. If you have in-ceiling lighting try to avoid pointing your laptop so that the lighting is right behind your head or causing any glares. Moreover, be sure whatever is behind you is tidy and/or not distracting. You want to be the main focus of the call–not your environment– so be sure whatever is visible won’t hinder your conversation or the impression you’re leaving on the client as a representative of your company. Additionally, there’s evidence that people still are looking for eye contact and normal body-language cues as they would if the meeting were in person. This means looking into the camera when you’re speaking to give the other person the sense of eye contact. 

By doing these things, you’re helping to keep people assured during this time of crisis and uncertainty. While small or trivial, these suggestions can be the difference between being a steady rock your clients can trust and depend on, and sending out small signals of unpreparedness. These things will not only be helpful as you continue to be one face of the company but it will also be helpful to you getting through this time.

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Improve Your Services

When you support your employees, they will support you. From customer service to product development, your workers touch every fact of your business. When they are well trained and aptly motivated, people can unlock creative potential and innovative ideas they never knew they had. Any investment in training and educating your team is an investment in the betterment of your company’s forward-facing services, and your clients and customers will reap the benefits. Learning to fine tune their skills or add to their industry knowledge will allow workers to be more thorough, efficient and productive with their time and resources.

Boost Your Team’s Morale

A recent study showed that happy employees are 12 percent more productive in the workplace. When you help your employees earn college credit online or take classes outside of the workplace, it shows them you are invested not only in the future of the company, but in the future of their hard work. Taking the time or spending the money to upskill your workers will encourage them to reinvest that energy into their career. A team that learns together, grows together, and feeling like a priority to the company will always feels like a win. 

Attract Fresh Talent

It’s no secret that great employees are the key to a great business. Most companies will try anything to attract top industry talent. When your employees enjoy their work and feel challenged in their roles, it shows. This will strengthen your company and naturally draw in the best of the best. Word gets around, and top talent know the right questions to ask during an interview. Many want a company that not only values their skills, but is willing to add to their resume with continuing education, networking opportunities and corporate incentive programs. Set yourself apart by offering immediate training events and down the road, financial aid for degrees.

No matter your industry, investing in your employees is the right thing to do, and the rewards are endless. From better business models to more energetic work flows, your teams will only become more dynamic the more you invest in their education, training and skill sets.

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