How to Share Bad News Without Demotivating Your Team
Home » Uncategorized  »  How to Share Bad News Without Demotivating Your Team
How to Share Bad News Without Demotivating Your Team
If you've been leading for a long time, you've experienced bad news that you need to share with someone or to the entire team. I do realize that there is "bad news" and there is "seriously-work-and-life-changing-bad-news", but regardless of the depth, leaders worry about the impact the news will have on the psyche, attitude and motivation of their teams. While it is a valid worry, there are other factors to be considered that will change your approach as well as your expectations, and most likely your results when you have to carry negative information. Before Your Start... It's bound to happen. First and foremost, as I've said before (and you already know) bad news is likely to come to light. As a leader, you can't be surprised to learn that you've got a difficult message to relay and you need to be prepared to communicate it. Don't wait. Procrastination doesn't make it better and often will make it worse. We all know this. Share what you know, in the moment you're aware. How do you feel about this? The truth of this is dependent heavy heavily on the perspective you have. It is likely that there are instances that you have lived through where you believed that news was bad and, using the wisdom that comes from experience, the "bad" thing either wasn't as bad as you thought or in reality, it turned out to be a positive thing. Keep this in mind when you prepare to deliver the message. Look at the bigger image. The situation might be problematic however, is it truly bad? If we frame it as negative from the start the likelihood of you (or others) viewing anything other than the negative are greatly reduced. Before you deliver the message, ensure that you're seeing it from all angles. When Delivering the News... Accept the bad, and be open about it, and. In the final point I urged you to gain a greater understanding of the news and the situation. I am not suggesting you make the news seem more positive or make things appear better than they actually are. I'm suggesting that you assist people understand the whole perspective - the scars, warts and possibilities too. Your goal is to communicate the message clearly , and help the team overcome it. Without a 360-degree view, it's harder for them to make progress. Shut up and let people ask questions. It's really two pieces of advice in one. The first is required to get to the second. Talk about your thoughts and share the news, then shut up. In most cases, the longer you speak, the more sour you'll get. The ability to understand and accept comes from conversation, not from listening. Ask people questions about the news , both what it is and the implications of it. Let people allow people to vent. In the context of the news, people can be angry, upset or discontent. Let them have the space to let those feelings out. You've seen it happen. when negative emotions remain bottled up; they become bigger in size, more destructive and more intense. Let people talk about their issues and remember that your role isn't to justify the situation, explain it, or "fix", just to let them speak. Be focused on the future. There is news, and you have to accept the facts. This cannot be altered right now. In order to motivate your team to move forward you must help your team get past the news to think about what's next. You might need multiple meetings in order to encourage people to move forward, depending on the news the process could take some time. However, in each communication with the team and individuals aid them in looking towards the future - which is something that they can influence. Moving Forward... The art of crafting and communicating the message isn't what you want to achieve here. The issue isn't simply disseminating the bad news but ensuring that it doesn't demotivate your employees. If you've completed all three steps above, you're heading in the right direction however, as a leader you must continue to keep your team's attention towards the future, on the things they can do in spite of, or in spite of, the disappointing news. In the event of the news is, people will need to grieve. However, wallowing in grief for too long is one of the things that you were concerned about in the beginning. Help people get their heads up and forward, since the wrightmarshall past is over and they are only able to influence the future. This focus on the future will give you the energy, motivation and higher-quality results for the future your team desire. Connect with leaders from all over the world to be a part The Remarkable Leader Learning System. Kevin Eikenberry is a leadership expert and the Chief Potential Officer for The Kevin Eikenberry Group, a consultancy firm for learning that assists clients reach their full potential by providing various training options, consulting

Leave a Reply

Your email address will not be published.