When winds of change blow some build walls, others build windmills. Chinese proverb
At the moment we are being asked to cope on many levels – individually, as families, with our peer groups and organisationally. Given how uncertain things are this is quite an ask, it’s no wonder there are moments of feeling overwhelmed or just plain exhausted!
The routines, identities and bonds we had just four weeks ago have radically transformed and many of us have had a temporary or permanent separation from our organisations with none of the usual rituals to mark the change. Others now find themselves either leading, or part of a brand new virtual organisation. We are discovering this is not necessarily a straightforward transition as different WIFI speeds, old laptops, new tablets, comfort with technology, dogs, cats & children all play their part in our conversations.
Virtual working is more tiring if you are not used to it and it cannot be set up to replicate face to face working. Most of us are probably moving less, sleeping less or badly, hypervigilant about our environment, missing our routines and the little boosts we would have had during the day – our favourite coffee, quick conversations, or meeting for drinks. This will all impact our sense of effectiveness and value.
One of the key things to watch out for as an organisation in whatever form is denial, I was talking to someone recently in a private sector organisation who was explaining that it would be fine when she gets her team back. Sadly, while that may be helping her get through at the moment, the harsh reality is that may not happen and denial is not a helpful strategy, it just stores up more shock and trauma for later.
Some approaches to be thinking about are:
- Keeping flexible. Accept there is going to be some dysfunction, frustrations and mistakes. People will need to adapt at their own rate
- Stay connected as much as possible. That doesn’t have to be task focused solely, some organisations are having quiz nights, playing online games, or hosting virtual lunches
- Give team members more autonomy and agree processes to support more localised decision making so they can adapt quickly
- Talk about how you all feel about the uncertainty, don’t be afraid to be vulnerable
- Collectively take it in small chunks, bit by bit, focus on what you can do
- Let everyone express their grief and loss for the organisation they knew, and be compassionate. You may well get it back, but nobody knows when and how just yet
We are not in control of what is happening and what may be coming, but we can control how we respond. One arts organisation I know can no longer work with the artists it employed to run workshops but instead of cancelling, the artists were asked to think about how they could adapt to the current situation. They are now evolving a new way of working with vulnerable groups. This is definitely a time for ask, don’t tell.
Dawn & Susan