Strategies for Leading Your Organization in Tough Times

As a training manager in the public sector, I see everyday how the workforce is trying hard to maintain a certain level of service in a time of dwindling resources and shifting priorities.

It is exactly for these very reasons that I will explain why your organization should consider delivering the 7 Habits for Managers course.

In our consultations with clients, we ask questions about workplace performance issues. It’s all about the Current Reality vs. Desired Results and determining the reasons for this gap. Training is not always the answer.

Some concerns are universal, it doesn’t take much to determine the causal factors. Some are due to individual development issues, i.e., not having the satisfactory skill sets for the position. Some are systemic, they are ingrained and sustained in the culture.

Meetings without purpose, shifting targets, unclear expectations, non-alignment with mission/vision, an unmotivated workforce, and low trust are just some of the symptoms impacting work units. These are common issues in many organizations.

Certain external forces have an impact as well. We are living in an age of uncertainty and heightened insecurity: words like furloughs, layoffs, downsizing, budget shortfalls are all too common, especially when placed within the context of our overall global economic condition.

The stress is palpable. You can hear it in the voices and see it in the eyes of employees who just want to do their job well, are proud of serving the public, but now find themselves cast as scapegoats by becoming the personification of all that is wrong under the Capitol Dome.

These stressors are almost without precedent. I’m sure things have been this bad before, but the accelerated access and proliferation of information from a variety of sources only seems to amplify the emotional tone of the day. Instantaneous communication is the norm. People want information and answers right now. Some folks are afraid to unplug from the information grid for fear of missing out. Ineffective communication frustrates and slows down work processes.

My experience is this: Sometimes you have to disconnect to reconnect (renewal). What’s missing is that space we once had to be able to think and reflect. I’ll admit that my first thoughts are not always my best thoughts. Allowing time to let my emotions adjust so I can think through issues with real information and reasoned logic is still the most effective way to deal with such matters. It affords me a much greater chance for my first actions to be the right actions.

I support the 7 Habits and other leadership programs because they help employees discover ways to deliver strategic performance outcomes in spite of the business challenges we face. This training and other customized leadership programs are consistent with the Training Office’s Mission Statement:

To provide leadership and expertise in identifying timely, cost-effective and innovative training solutions and services, enabling the workforce to excel in achieving its strategic goals.

I am pleased to say that we’ve been pretty consistent with this endeavor. We have saved the department a lot of money during this time and have built solid, collaborative relationships with internal and external organizations. Most important is how this has impacted our ability to deliver performance outcomes. We have developed a cadre of teams with a shared vision that understands how their efforts contribute to our overall mission. This, in spite of all of the challenges I referenced above.