155
LEADERSHIP: AN UNCEASING PERFORMANCE IMPROVEMENT John Roy Chacko
Language Department Institute of Teacher Education Technical Education Campus Kompleks Pendidikan Nilai Bandar Enstek, 71760 Nilai Negeri Sembilan
INTRODUCTION
There is little that is normal these days if normal is a prediction of what is going to happen tomorrow based on the happenings of today;
Indeed, normal these days define absolute uncertainty. The Next Normal requires improvisation and having to adapt to change quickly.
Leadership has consistently been a fundamental factor when it comes to overcoming intense seasons and occasions. Leaders are meant to energize, motivate and get people moving; steering them into the right direction. They lead people and organizations to places they have never been before. Leadership is never temporary, and the challenges leaders face never go away. Leadership plays a crucial component in dealing with the chaos and discontinuities affiliated with the coronavirus pandemic. To say the least; time, situations and circumstances may change but the importance of leadership will forever remain. Leaders should spur people to be different, to struggle against all odds and to persevere toward a better prospect (Haudan, 2020). Without leadership, there would not be innovative efforts to solve existing predicaments and explore newer opportunities (Chapin, 2020). Consequently, many are curious as to “How does an individual lead in a post-COVID-19 period?”.
156 BROADEN THE CONTEXT
Firstly, it is to Broaden The Context of a given circumstance. It’s common to take disruptions personally as we’re the ones who are affected first-hand. It’s only normal as humans that we see these events as a singular issue and disregard the bigger picture.
Nevertheless, what you need to do is put all of this into a broader context (Fleming & Millar, 2019). Your view must consider what’s happening from various perspectives and comprehend the challenge wisely. We have all faced trials and tribulations before and even made it through and thrived after. Flexibility is enhanced when we share and discover that we are not alone and many have experienced the same/similar challenges; all you have to do is to use their testimonies as inspiration and a guide to solve any adversity that may hinder your way. Adversities can be overcome if we take time to reflect and respond in a mature manner.
DENY THE VERDICT
You also have to Deny the Verdict. You have to tell the truth, regardless. As we experienced during the pandemic crisis, the sugar- coat to the harsh realities, damages credibility. When issues are directly relevant to our lives, we want full transparency regarding the matter. Communication is vital during times of uncertainty.
However, defining reality and accepting it are two extremely different things. You need to frame change as a challenge and an opportunity for learning not as a threat (Moses, 2020). Reality may mean that the current product line is not selling or that you just got restructured out of a job; it does not have to mean that companies will go bankrupt or that business careers are over. Like survivors of serious injury/illness, we have to accept the diagnosis, but we do not have to accept defeat.
We should always strive to sustain and recover from the damage.
157
FULLY COMMIT TO WHAT’S IMPORTANT
You should also Fully Commit to What’s Important. Challenges, cause you to come face-to-face with true yourself; a part of yourself that you normally would disregard as it only comes to light when there is a drive towards a certain goal. Many people have experienced life- threatening, circumstances and found different approaches to overcome their hurdles. The same way you as a leader should always find new and innovative ways to approach adversities (Rhodes &
Stelter, 2010). We have to continue to have to adapt to technological and scientific advancements to be able to perform to the fullest. When faced with uncertainty, our values redirect and steer us forward; it gives a goal and a drive to work towards allowing us to fully commit when what we’re asked to do fits within our principals and morals. It is crucial to fully commit; it’s what amplifies purpose therefore making the end product truly remarkable.
TAKE CHARGE OF CHANGE
We have all experienced “brick walls” standing in our way, oftentimes, they’re a short-lived a minor barrier that’s usually blown out of proportion as an immediate reaction to it. Whether the challenge is big or small, defeating any barrier requires us to take charge of the situation. Studies have shown that any challenging situations motivates and encourages individuals to work better and smarter.
Whether we find the challenge or whether the challenge itself finds us isn’t an issue. It’s the choices and decisions we make during difficult times that matter the most (Perkins, 2020). Being a leader increases the responsibility and accountability of making the right choices; a minute error can lead to a major loss. However everyone’s input is still essential for the workplace to thrive.
ENGAGE OTHERS
Studies consistently reveal that people thrive with external support (Renjen, 2020). The emotional scarring that is associated with the loss of a human connection is agonizing and worst than any physical pain.
158
The same idea applies to the workplace; loss of human connection be extremely demotivating and agonizing for employees. It is noticeably clear that social connection is a vital condition for a meaningful life. In the new normal world of rapid change and chaos, we need to get people more involved instead of pushing them away. No leader can single-handedly ever get anything great accomplished. He/she needs other individuals that he can depend on to be able to journey together and achieve success. An ant may seem insignificant but a colony of them may as well be considered indestructible.
SHOW YOU CARE
It is always important to regularly show that we care about those we interact with. The workplace is a high-pressure environment that is fast paced and competitive. Hence, showing empathy can sometimes be very helpful for colleagues. Human beings need to feel appreciated and it is undeniable that no one appreciates being taken for granted.
A simple “Hello!” can do wonders for an employee; they will definitely feel appreciated and most importantly, feel like they’re capable therefore performing better. You have to communicate with your team to make sure that they are aware that you believe in them. When team members are confident, they’ll surely mature with their skills and will be more motivated to help one another be successful (Strack, Kugel, Dyrchs & Tauber, 2020). If we want people to hang in there when times are tough and continue to give it their best, then we have to show them that we value them.
CONCLUSION
When leadership permeability is set up, it's critical to energize a domain where workers can share the two concerns and arrangements.
One significant advance in this procedure is ensuring individuals don't feel hesitant utilizing remote devices. Close by permeability, it's additionally essential to set up a culture outside of the average office condition, ensuring representatives are associated and that they feel great with recently made lines of correspondence. As remarkable as
159
our new reality seems to be, there's no denying that it's causing a change that will undoubtedly have some constructive outcomes.
We need to see ourselves all the more impartially. We should place ourselves into point of view as though venturing out of our body and assessing our activities. Development happens just when we are happy to encounter, reflect and progress through troublesome circumstances with troublesome feelings from troublesome difficulties.
What's more, we permit this procedure to transform us. They should line up with the association's strategic, clients' needs and future prospects. Utilizing adjusted foreknowledge is difficult and regularly feels clumsy. It necessitates that the leadership group adjusts by and large through-composed change. As though it wasn't hard enough for you to build your mindfulness and see yourself all the more dispassionately. Presently the whole group needs to advance through this procedure. At last, the new typical is definitely not ordinary. It's not anything new. The greater inquiry is whether our leadership has changed with it. Consider adopting these six leadership strategies into your corporate environment to guide and help you and your colleagues get through the New Normal.
REFERENCES
Chapin, L. (2020). A Leadership Development Strategy for the New Normal. Retrieved from https://www.harvardbusiness.org/a- leadership-development-strategy-for-the-new-normal/
Fleming, K., & Millar, C. (2019). Leadership capacity in an era of change: the new-normal leader. Journal Of Organizational Change Management, 32(3), 310-319. doi: 10.1108/jocm-05- 2019-492
Haudan, J. (2020). How leaders can prepare for the new normal.
Retrieved from
https://www.smartbrief.com/original/2020/05/how-leaders-can- prepare-new-normal
160
Moses, J. (2020). People Matters - Interstitial Site — People Matters.
Retrieved from
https://www.peoplemattersglobal.com/article/talent-
management/the-emerging-new-normal-talent-risks-leadership- and-the-workplace-25890
Perkins, K. (2020). Leadership For The New Normal: Are You Ready?.
Retrieved from
https://www.forbes.com/sites/kathymillerperkins/2020/05/18/lea dership-for-the-new-normal-are-you-ready/#677e99b18213 Renjen, P. (2020). COVID-19: How leaders can create a new and
better normal. Retrieved from
https://www.weforum.org/agenda/2020/05/leaders-should-use- their-vision-and-trust-to-create-a-new-and-better-normal/
Rhodes, D., & Stelter, D. (2010). THE “NEW NORMAL” REQUIRES A
NEW MINDSET. Retrieved from
https://iveybusinessjournal.com/publication/the-new-normal- requires-a-new-mindset/
Strack, R., Kugel, J., Dyrchs, S., & Tauber, M. (2020). Leadership in
the New Now | BCG. Retrieved from
https://www.bcg.com/publications/2020/leadership-post-covid- 19.aspx
