In leadership, we used to think of change as a discreet event, a new platform implementation, a new org structure, the acquisition of a practice or company. These days it seems that the pace of change is unrelenting! Even a period of uncertainty can demand that leaders move into a mode of leading change.

How can we help our teams (and ourselves) navigate through these changes in a way that balances wellbeing, inclusion, psychological safety, and compassion with the criteria for ensuring the success of a change initiative?

In my conversations with leaders recently, I hear questions about similar issues that all of us are faced with right now about retention, engagement, leading across the generations, and addressing burnout and wellbeing.

In these situations, there is no easy answer.  Leadership is art and science, but it skews more toward art. A tool may not be the right answer, but an approach may.

While it’s the last of the four stages of psychological safety in the workplace, challenger safety certainly isn’t the “least”. Because, challenger safety provides you the opportunity as a leader to “back your team” and allow it to innovate.

Once you feel included and like it’s safe to learn from your mistakes in a new role in your workplace, you’ll feel like you want to contribute to your team...To share what you’ve learned to move the team forward. Which is essentially what contributor safety allows you to do.

When you’re brand new to a role with a company, learning “how to” is one of your biggest responsibilities. Just as big a responsibility for your leadership team is the allowance you’re afforded to make mistakes so you can learn without fear of repercussion.

When starting a new role at a company, it is your right to be included. You don’t need to earn that right by “proving yourself” because you’re the “new sheriff” in town.

As you help all your team members feel included, you’re setting the groundwork for intentional success.

Maximizing your time and energy as a leader is often painful.

Every person who ever led a team, company, or corporation has their own beliefs about what it takes to be successful in that leadership role. And, nobody is “wrong” or “right”.

As the COVID-19 fourth wave strikes, it’s clearly exacerbating issues that clinical workers are experiencing, seemingly in perpetuity.

A senior healthcare administrator client said something that struck me during our last goal-setting session.

And What To Do To Make It Connect

“I’ve always thought of leadership like music. No matter who’s singing the song, the words and message don’t change, but a different version can change the experience.”