4 Questions Leaders Can Ask to Help Their Teams Regain Focus
With a new year comes a sense of renewal and possiblity. Typically, motivation is high in Q1 before we face the demands and stress of the rest year. But…not this year.
This year, many executives I work with are feeling overwhelmed, uncertain and unable to focus. And it’s only February! Take Rosa for example (not her real name). She’s a VP of a large multi-national. She places high expecations on herself and her team. She’s currently leading several, rapid, large scale changes across her division in response to COVID. Her team’s been pivoting to unfamiliar and unpracticed ways of doing things. It’s all new. Every day. No one is certain what the rest of the year will look like. Operating in this constant state of uncertainty has left Rosa and her team with feelings of self-doubt. They worry they’re not getting things right. Rosa’s husband recently had a major health crises. One member of her team is going through a divorce. Others are managing kids, school and elderly parents. Everyone is feeling “stuck” and exhausted by personal and professional pressures. They’re all asking, “Why can’t I concentrate? Why can’t I focus on what needs to get done?”
If you can relate - you’re not alone. In fact you’re normal! We’re all living in volatile, uncertain times. Attention and motivation are vulnerable to the daily challenges and stress we’re all living through. Our abiliy to think clearly, solve problems and connect with others has diminished. As a leader, you can help yourself and your team regain attention, quiet worries and focus mental energy by making these 6 simple questions part of your regular one-on-one discussions or team meetings. I promise they’ll make you and your team feel more calm and connected.
4 Questions to Ask Your Team Members
Before we talk about work, how’s it been going with you? (This is an invitation for the person to disclose personal worries and victories. It creates an atmosphere of caring that shows you’re intertested in them. It’s helpful to signal, “before we talk about work” so they don’t launch into a debrief of tasks.)
What’s something you’re proud of you accomplished last week? (Celebrating small accomplishments builds a sense of meaning and satisfaction with one’s job and work performance. It helps focus attention on the postive and builds internal motivation. As their leader, it gives you a window into their accomplishments. If they can’t think of anything – keep asking each week until they have something to share! They’ll soon develop the habit of recognizing something big or small they can be proud of.)
What’s something that’s changed for you that I may not have noticed? (Everyone is stressed, but your direct report may not want to admit it. This is another way of asking, “What’s on your mind? What’s got you worried?” without judgement. It leaves the door open to letting you know what’s on their mind, whether it’s good or bad.)
What’s something you’re really appreciating right now? (The science is clear. Shifting our attention away from problems and toward what makes us grateful increases focus, happiness and well-being. This question generates postive, optimistic thinking. A postive and optimisitic mindset helps us find new mental energy for the task at hand.)
If you like this article and want more tips on getting unstuck, check out Emotional Agility by Susan David, PhD, connect with me on LinkedIn or contact me about emotional intelligence executive coaching, workshops and speaking engagements.