Make your virtual meetings more interactive

While you may not all be in the same room, your virtual meeting can still be engaging and interactive. One big advantage is that a virtual setting can lower the bar for participation, so you have an opportunity to glean thoughts and insights from people who ordinarily might not speak up in person. You might use a polling function as a warm-up for discussion and an early opportunity to engage people. You can also encourage attendees to use the chat function, so they can comment in real time. Invite them to participate in the discussion, rather than just talking at them. For example, you might say: “Anita just wrote a great point — and it seems Juan had a similar thought. Do either of you want to go into a bit more detail?” If your chosen platform offers virtual breakout rooms, use them liberally. You might divide people into smaller groups to discuss ideas among themselves. You can join these rooms yourself if you wish, the same way you’d roam around the room during a live meeting. Finally, when you’re ready, you can bring everyone back to the larger group with a click of the mouse. You have the tools to recreate the vibrancy of an in-person meeting, so take advantage of them virtually.

(This tip is adapted from “Virtual Meetings Don’t Have to Be a Bore,” by Andy Molinsky.)

Adapt your leadership style to the situation

There isn’t a uniform leadership style that works for everyone all the time. You may need to adjust your style based on the people you’re managing, the context in which you’re leading or the external pressures you’re under. Some situations call for a more directive style, while others call for a more open-ended approach. Sometimes you need to stick to the plan, while at other times it’s best to adapt on the fly. To navigate this, develop a portfolio of micro behaviours that you can employ depending on the situation at hand. Start by understanding your natural tendencies. What’s your default leadership style? What’s your comfort zone? If you’re not sure, get feedback from others. Then learn, adjust and practice. Formal coaching can help — whether it’s by another person or even an artificial intelligence coaching bot. Finally, work on your emotional intelligence and contextual awareness skills. This can be tricky, but if you’re wondering which style is right for a given moment, trust the people around you to give you feedback. Developing the dexterity to move between different leadership styles is extremely challenging, but it can be achieved, with focused efforts.

(This tip is adapted from “Every Leader Needs to Navigate These 7 Tensions,” by Jennifer Jordan, Michael Wade and Elizabeth Teracino.)

Leave on good terms after being laid off

Losing your job can be incredibly painful, but it’s in your best interest to handle the difficult situation as gracefully as possible. So do your best to keep negative emotions in check. You want your colleagues to remember your generosity and integrity, so they can be your advocates and support network as you figure out what’s next. Identify the people whom you want to tell directly — mentors, former bosses, friends, clients — and thank them for their support. Sharing the news personally demonstrates how much you value the relationship. Next, develop a plan with your boss to pass along your work, knowledge and relationships to other colleagues — who will likely remember that you set them up for success. Finally, write a short goodbye note to your team emphasising what you’re proud of and grateful for. Keep it brief and share your contact information. While it may be hard to mask your frustration, ultimately, your goal is to make the most of this challenging situation to ensure you’ll have a cohort of allies who will be happy to support and advocate for you as you navigate your next steps.

(This tip is adapted from “You’re Not Powerless in the Face of a Layoff,” by David Lancefield and Dorie Clark.)

Published in Dawn, The Business and Finance Weekly, June 8th, 2020