Particularly in larger companies, managers are often “informed” about layoffs in their team yet the burden of ongoing success remains on their shoulders. These situations are rarely easy but there are a few key steps that can make leading in the aftermath of layoffs more successful: Acknowledge, Observe, and Adjust.
On the personal front, I have been told over and over again to savor each stage of my son’s development. This is in stark contrast to the advice I have received as a business owner. Our companies also grow and evolve but the messaging for founders tends to focus on racing as quickly as possible to more, bigger, and faster. What if founders were also encouraged to savor contentment before pushing on?
Just as each person is a unique individual, each organization is its own special snowflake. The solutions that will best serve one set of people will likely be different from what can best serve any other organization – or even the same organization in a different phase of its growth or maturity. But the *process* you follow to find those solutions can be remarkably consistent.
I found out that my upcoming TEDx event was cancelled while feeding my 5 week old son. Moments after we hung up, he started fussing. Talk about putting things into perspective! I am sure that there will be many moments that crystallize my priorities but this was the first time since he was born that I saw so clearly how my professional and personal identities have shifted.
Is your team ready for a middle management layer? Stopping to think about Why or Why Not to move forward may give you the answer and guide you in taking the first steps
Are the success factors for a corporate executive really so different from an independent consultant? Many would argue YES but Belle Walker thinks that the answer may be more complicated.