What I’m looking forward to as the new normal starts to unfold

Across the country, life is slowly getting back to ‘normal’ as workplaces, restaurants and other social hubs begin to re-open and social distancing rules are relaxed. There’s lots I’m looking forward to, and also much that I’ve learnt.

 

In the last couple of weeks, I’ve been back to running my courses again (while still observing social distancing and hygiene measures of course) and the feeling is wonderful. I really love what I do and get genuine fulfillment from helping people move forward in their careers and lives.

I’ve noticed, too, that there’s been a feeling of positivity in the air, albeit a bit tentative and cautious in case there’s a ‘second wave’ of the virus.

Many have been forced to change their lives a lot; for example, adapting their businesses (me included), or searching for new jobs.

However, I think it’s important to focus on best practice for moving forward, so here are a few things that I’m looking forward to, and I suspect many others are too.

 

1. Being face-to-face

We’ve all been putting a lot of effort into keeping in touch with people – colleagues, friends and family – and thank goodness for video conferencing technologies that have enabled us to do so. Yet if you’ve ventured out to meet a friend for a coffee, then I’m sure you would have appreciated the simple pleasure of being able to catch up face-to-face again (at a safe distance, of course).

Data from the Australian Bureau of Statistics released at the beginning of May found loneliness was the most common stressor of COVID-19, affecting 28% of woman and 16% of men. This doesn’t surprise me at all.

One aspect of my work that I especially love (and miss) is getting to regularly interact with a range of different people.

Our leadership and team development programs are unique, and while some aspects of what we do can be run online, there’s some special magic that happens when people actually interact with our horses. Afterall, it is experiential learning.

One of my personal work goals is to help teams re-connect with each other after being apart for so long. I think flexible work and working from home is great, but people who are used to working physically alongside each other are no doubt missing the company of others, including inter-personal banter and team bonding events.

2. Sharing physical space

I also think loneliness stems not just from not physically being with people, but from missing the atmosphere of being in a shared physical space. That’s why many of us enjoy going to restaurants and cafes or having friends over.

As you may know, all our courses are run from our place in Terrey Hills, in Sydney. It’s a rural oasis not too far from the city and everyone who comes here finds it calm and relaxing.

And, luckily, we have enough room to ensure everyone can keep a safe distance.

While all this has been happening, we’ve been working hard on finishing construction of a new meeting space. We’re really proud of how it’s turned out! (See the photo of our mural) The space is large and can be used not just for training courses but for various events in different configurations. I can’t wait to welcome others here as soon as social distancing rules allow.

3. Embracing necessary change

While I’m really looking forward to getting back to in-person training, I’m also excited about further developing our hybrid online/in-person business model. 

This week, we’ve been running facilitator training online to cover the theory portion of our course (something we never did in the past), with the follow-up sessions involving the horses scheduled to take place later in the year. So far, the feedback has been extremely positive!

It is wonderful to see changes in my business working and I’ve been reflecting on the fact that this global pandemic has ended up being the catalyst for some very positive change.

I won’t deny it’s been stressful, having to seriously contemplate the future of a business which requires at least some form of face-to-face interaction. And I really feel for everyone who has lost their job or closed their business during this time.

What it has taught me though is the only way to get through an experience like this is to keep looking forward and do what you can. I hope everyone else out there can find a way to do so too.

 

What are you looking forward to? What changes has COVID-19 brought to your working life? How are you coping? Let me know in the comments. And for more information on Leading Edge Life Skills email info@leadingedgelifeskills.com.au

 

 

 

 

The strength in understanding your communication style

 

We are all well aware of the vital role that non-verbal communication plays in our social interactions. How then does the ‘new normal’ of being physically further away, impact the effectiveness of our communication with our colleagues and friends? How do we adjust our body language and awareness of ourselves and others when speaking?

Understanding different communication styles can be a big help. What style resonates with you? Are you a Legs, Kylie, Opal or Bart?

 

I don’t know about you, but for me, an hour on a video conference feels like two hours of normal time! And it’s tricky to negotiate social dynamics, like knowing when to speak or voice an opinion.

Of course, it’s to be expected that new platforms for communication present fresh challenges, but I’ve found it interesting to think further about what it is that can leave me feeling so drained.

 

As this article from the BBC says, one reason we get tired in video calls is we have to work harder to read facial expressions, tone of voice, and body language in order to maintain effective communication.

 

The importance of body language is common knowledge. Now-famous research by Albert Mehrabian claimed 93% of human communication is non-verbal. Yet, because people are so obsessed with speaking (and on the whole terrible at listening) we might not even be aware of some of the ways we really do communicate with others. The increased use of online communication technology is highlighting this fact but also perhaps giving us a push towards being more cognizant of how to effectively communicate with others.

So, as we try to adapt to communicating remotely, I’ve decided to spend the next three weeks running a series around different communication styles:

1. Understanding your own communication style and using this awareness to improve our interactions with others
2. Recognising the communication styles of others in order to be more empathetic and work better together
3. Combining 1 and 2 to lead with confidence, consciousness and compassion

Understanding your communication style

So, what do I mean when I say communication style?

As mentioned in a previous blog, we use the MiRo communication style assessment in our leadership programmes. We have found it a really useful tool as it helps us understand that each and every one of us has our own innate style. It explains why we each respond differently to life’s challenges and why we have no place judging others.

According to the MiRo assessment, there are four main communication styles; driver, energiser, organiser and analyser. While an effective leader has the flexibility to draw from all styles as needed, we generally have one or two that dominate. Learning to recognise these styles in ourselves helps us to interact and better negotiate the social dynamics of our team – both in face-to-face and remote working situations.

 

Which communicator are you?

I thought it would be fun use the MiRo model to profile some of our horses.  See if you can pick one or two that you think are your most dominant communication types and help you work better with others:

1. Legs is a real driver. He just wants to get the job done and will happily take the lead. However, he’ll also be led when he feels there’s a strong manager.

If you identify with Legs, then your strengths are that you take action, are results-orientated, a self-starter and a risk-taker. However, you may have to work on an impulse to push against authority, take on too much and become bored with routine!

2. Kylie is the energiser of the group. This beautiful, empathetic team member wants everyone else to feel included. However, it’s important to remember she needs to feel valued herself.

If you feel you resonate with Kylie, then you’re likely to be a creative problem-solver, great at encouraging and motivating others and a peacemaker. Remember on the other hand you may have a tendency to prefer popularity over tangible results, lack focus on details and be a selective listener.

3. Opal is the organiser. She maintains an excellent overall view of everyone’s roles and makes sure they are all clear on what they need to do and where they need to be.

If you’re a bit Opal, then your teammates probably like you for being reliable, dependable and loyal, as well as being patient, a good listener and great at handling conflicts. Just watch out for potential growth areas like needing time to adjust to change, being sensitive and holding grudges, and finding it difficult to establish priorities.

4. Bart is the analyser.  He needs to know all the facts in order for him to feel comfortable. Don’t try and get anything past this guy – you can’t fool him!

The great thing about having some Bart in your communication style is that you’re likely to be thorough, conscientious and grounded in reality. You are excellent at gathering and testing information. Just be aware that this means you can become overwhelmed by detail and can prefer not to verbalise your feelings.

So…how does the MiRo assessment relate to working with horses for professional development, you may well be wondering? Our clients tell us that it is one thing to read a report and another to experience firsthand what this really means – and this is where the horses come in.

Horses are the ultimate barometer by which to measure your communication style. They provide immediate and totally honest and unbiased responses to each individual they come in contact with – they do not know whether you are the CEO or an intern – they only know how you make them feel. If they do or don’t feel comfortable, they let you know. They literally bring your communication style to life and show how it is received by others.

During one of our women’s leadership workshops, an investment bank executive, Nicki, was working with our horse, Bart. When Bart planted his feet and refused to move, she was perplexed as she, “had always done things the same way.” Not being able to pull rank on Bart – you can’t budge an unwilling 500 kg teammate – she had to change the way she was asking him to work with her. Nicki was able to relate this experience back to her workplace and why she doesn’t always get the best from her team. It was a lightbulb moment for her. Experiencing an immediate positive change in such a short timeframe closes that learning loop with real and lasting impact.

Which communicator are you? Let me know in the poll below! And stay tuned for next week’s blog on how to use this knowledge of communication styles to better work with others.

To subscribe to more updates and leadership tips from Leading Edge Life Skills, please comment below to ask to be added or email info@leadingedgelifeskills.com.au

 

 

 

Busyness and Connection: Reflections on lessons learnt this Easter

 

No matter how you normally spend your four-day weekend, it was likely this one was a bit different. What did you learn from the experience of being home over Easter 2020?

 

Easter 2020 was a bit of a different experience for me, and I suspect it may have been for you too.

For many of us, whether Easter holds religious significance or not, it’s usually a time when we do something. Go camping, go to church, see extended family or head for a night out with friends.

Personally, as a Sydney resident and horse enthusiast, this holiday is normally taken up by the Royal Easter show, where my daughter competes. The iconic Easter Show was cancelled this year, for the first time since the Spanish flu pandemic in 1919, which in itself is a big change for the residents of our city who attend the show in their hundreds of thousands every year.

Instead, with social distancing in full force, we spent the entire four-day weekend at home as a family.

A week on, I’ve had a chance to reflect on the meaning of this enforced togetherness what it meant to have our usual plans interrupted.

Here are a few things I learnt.

Slowing down

It’s easy to understand why, when we work hard and only have limited annual leave in which to experience what the world has to offer, we feel the need to put a four-day break to ‘good use’.

There’s nothing wrong with this, as such, but we do tend to forget what it’s like not to rush around. To slow down and relax.

Our society’s obsession with ‘busyness’ is one that has been reflected on by social commentators, and named as a contributor to our levels of stress and anxiety. If my daughter is anxious before competing, her horse will make her stop and take a breath. He literally shoves his huge head into her torso and demands a cuddle. Once she stops, breathes, laughs and, yes, gives him a cuddle, she can continue to prepare him and herself for the competition. It is so beautiful!

Being forced to stay home and slow down might actually remind us it’s good to do not much sometimes – just to stop, breath and enjoy the moment. 

Connecting again

An effect of slowing down is also the chance to reconnect with those in our lives. I was heartened to hear a friend talking about how his family had enjoyed being together at Easter. His son is a highly accomplished soccer player and there are always games to travel to over Easter. This year, however, they were able to enjoy the break all together for the first time in years.

A huge part of my role as a leadership coach with horses is staying connected with my herd. Afterall, how could I do a good job when my effectiveness relies on reading the responses of my individual herd/team members, if I do not know my team. Now, horses know that humans are not horses, but just as with any team, I cannot ignore them at the moment because we are not hosting clients due to the pandemic and then expect their respect and focus when I need it again. That would be unfair and arrogant of me. So, I took the time over the Easter break to connect with my equine team members without any pressure. I made a conscious effort to just hang out with them, totally on their terms with no expectations, no agenda, just enjoy being together and bonding. I do not know when we will be allowed to welcome clients again, but I do know that I want my team – my equine family – feeling safe and happy in their roles when we can operate as usual again.

Isn’t this the same for our family members and our teams at work? A true connection creates trust and loyalty and a feeling of safety and being valued for family, friends and colleagues alike.

I hope that wherever you spent the break it helped you reconnect with others, whether that be a family meal, enjoying the company of your partner, chats with friends or watching a good movie!

Uncovering authenticity and self-truth

Since Easter, I’ve been thinking about the longer-term implications of what all these realisations mean. And I think it’s what I call making the invisible, visible.

Sometimes, I see this happen to people in our training courses. I call it their ‘personal aha moment’ – when a horse allows them to see whatever it is that’s been buried inside.

One person’s ‘aha moment’ particularly struck a chord with me during one of our emerging leaders programmes. A young manager, Jack, from a consumer goods company, had been having trouble leading his team as he kept trying to make them do things. Through working with our horse, Vinnie, he learnt a different way of leadership. Vinnie refused to be pushed around, literally planting his feet and there was no way, this young man could budge a 500kg team member. Jack needed to work with and listen to Vinnie and his other team members’ feedback to achieve the desired outcome as a team. That day he learnt about respect and empathy. During our debrief, he actually became tearful and said he’d realised that, “ love was more powerful than force.”  A big breakthrough, don’t you think?

It might just be possible that this social distancing can push similar discoveries about ourselves to the surface.

I hope we can all come away from this experience with an appreciation for those occasional quiet moments in our life, as well as some authentic connection with others and ourselves!

Did you realise anything over the Easter long weekend? What lessons can we learn? Tell us in the comments. And to subscribe to more updates and leadership tips from Leading Edge Life Skills, please comment below to ask to be added or email info@leadingedgelifeskills.com.au

 

 

 

Social distancing has the potential to affect everyone’s state of mind – so how can leaders help others and themselves remain present and focus on the positives?

As we embark on week four of stringent social distancing regulations, changes we previously would have found hard to imagine have become our new normal.

My colleagues, clients, business associates, family and friends are facing challenges. Some have lost their jobs. Some are working out how to adapt their businesses. Others are struggling to balance working and helping with schooling from home.

Never has it been so important to look after each other (and ourselves) than during this unusual time.

There was an excellent article released by BCG during the week which calls on leaders to be human first, which means engaging with employees on a personal level and being sympathetic to their situation.  Vital to this is the ability to remain present and mindful as we navigate our leadership responsibilities. The more we are able to do so, the more effective we will be when connecting with our teams, inspiring them to remain strong and united.

The value of presence

Presence is a topic you may have heard me talk about before. It is essential for high functioning teams. And something we discuss at length in our leadership programmes.

A couple of weeks ago I shared a story about my lovely horse Opal and how she taught me a valuable lesson about presence when I was distracted while working with her. Our equine team members demonstrate the importance of presence on a daily basis: if people aren’t truly present when working with horses, they will invariably respond accordingly. They may become disinterested, refuse to engage  or simply walk away. Have you noticed that when your mind wanders while you are with your team, your partner or kids they can intuitively tell and react in different ways?

At the beginning of all our programmes, we discuss the importance of presence and encourage everyone to stay in the moment. We often begin with a simple breathing exercise, an effective mindfulness tool that allows participants to focus on the present, setting the tone for their work with the horses.

This is a simple technique that can be easily used to start off virtual meetings to bring the team together and focused.

We also structure our programmes in line with evidence-based research that recommends frequent breaks to ensure information and learning can be digested in an effective way. A 2020 Forbes article quotes author Hortense le Gentil, who says, “breaks allow you to check in with yourself and refuel. Checking in helps you align with yourself as you step back, get some distance, remind yourself of your ‘why,’ and examine whether your thoughts, your words and your actions are congruent.”

Active listening is another way to make sure you’re present with someone. Too-often, we listen to others only to answer. Active listening is a learned skill that can be developed over time. It involves putting in effort to hear what others are really saying.

Be conscious of those around you

As I said in my blog a few weeks ago, humans and horses naturally exist in ‘herds’ which goes back to our base needs for comfort, safety and protection.

Being conscious of those around them is vital  in a herd; if one member is distracted it has the potential to compromise the comfort and safety of the whole herd. So too is this awareness of others vital in our workplaces.

We see this all the time during our programmes, where the human team members focus on each other, forgetting they have another teammate – namely the horse they are working with.  The sheer size of this teammate usually ensures that he or she won’t be left out for long as it is hard to ignore a 600kg colleague!  During one of our emerging leaders workshops, our horse Darcy started picking up the equipment in the arena in his mouth. It is like when a member of your team is not engaged and so starts to play on their phone!  

Everyone’s self-isolation will look different. Some (me!) are in a house full of partners, kids and parents, so for us it’s about co-existing in the same space. Others who live alone may have different challenges.

I try to find positives; this is the most I’ve had my husband home in years. And my children. That makes it an opportunity to slow down and reconnect with my ‘herd’. Find new ways to have fun with those you’re at home with and embrace technology that allows us to link up with others outside your home.

From a work perspective I’ve loved participating in fun, supportive virtual meetings with business associates here and around the world. Check-in with your colleagues and team members. Are there individuals who are feeling isolated and alone? How can you and the team support them?

Look after yourself and others

Working, caring for family, reaching out to friends…. it probably feels like there’s so much to do right now. It’s hard to stay present when your mind is buzzing with the next task on your to-do list. Even if you’re not that busy, you might be suffering mental strain from the sudden change in routine.

Beyond Blue has great resources for coping with the current crisis, one of these being the use of Mindfulness tools. Mindfulness and other forms of meditation have been scientifically proven to be among the most effective techniques to reclaim that headspace. As mentioned above, we regularly use mindfulness techniques in our programmes. How can you as a leader encourage the use of these tools for your teams (and yourselves!)?

I’ve found the extra time with my horses, without having our client programmes, has helped maintain and strengthen our connection, trust and skill set. I am actually grateful for this.

If you need some help, there are apps including Headspace and Smiling Mind to name a couple which can help with mindfulness exercises.

And finally: cut yourself some slack on the bad news. It’s easy to spend all day on Facebook reading articles, seeing pictures of toilet paper hoarding or feeling guilty because a friend keeps posts photos of her home school efforts (which look better than yours). Use apps such as Forest to stay focused, off your smartphone and in the moment.

 

What are your tips for staying present and mindful? Let us know in the comments. And to subscribe to more updates and leadership tips from Leading Edge Life Skills, please comment below to ask to be added or email info@leadingedgelifeskills.com.au

Clear and Effective Communication – now more than ever a key leadership skill.

 

It’s more critical than ever for leaders to be

• clear,
• compassionate, and
• compelling

in their communication to help their team members embrace change through this time of uncertainty.

If you’re like me, you’re probably on about your 300^th Zoom call of the week and learning more each day about connecting with colleagues remotely.

As we continue to make our way through what is the defining event of our age, effective communication and adapting to remote communication technology is fast becoming one of the most important ways to demonstrate clear leadership, inspire our communities and keep our teams not only functioning, but thriving.

I find it fascinating that, at the heart of any team dysfunction or conflict, is always miscommunication in some form. I have seen this first hand with the many corporate clients who have completed our leadership programmes, where even the smallest of communication issues – some that participants may even be oblivious to – are highlighted by our horses. Through their highly astute senses, horses pick up on the smallest incongruences between an individual participant’s intentions and actions, as well as interactions between team members. They show us that in order for a team to function there must be clarity, inspiration and empathy.

 

1. Be Clear

With many businesses impacted by the new government guidelines, difficult decisions regarding the future are inevitable.

This is an incredibly difficult time for employees, with so many unknowns across all areas of life. As a leader, communicating clearly and authentically is vital in supporting your teams.  As BCG Henderson points out, there are many traps leaders fall into when communicating during a crisis: these include being too formal and coming across as inauthentic, focusing too much on talking about the crisis, overloading everyone with information, and inertia.

In our work, we see that any communication shortcomings leave our equine team members confused, and feeling unsure. Not dissimilar to the feelings we humans have when communications are amiss. When this happens in our programmes, everything grinds to a halt. Just ask our horse, Bart, he literally plants his feet and will not budge until the issue is resolved. It may take some deep intra- and interpersonal reflection to figure out what is going on but when it clicks, it is a real light-bulb moment!

 

 

2. Be Compelling

The UK’s Chartered Management Institute says managers are ‘moving to action mode’. I believe leaders during this time must not only to communicate with their teams about these actions, but in a way that inspires them to look after each other as a community.

With many people now working remotely, most employers are turning to video conferencing and other technologies.

While video conferencing is not a new technology, its rapid, widespread take-up will be a steep learning curve for many. Do you get distracted by your own picture on the camera? Find it difficult to know when to speak without talking over everyone else? How do we lead effectively while navigating this new normal?

I’ve been inspired to hear of the many employers finding creative solutions to the current situation. In clearly articulating these, they have been able to build strong  employee buy-in and support. Including employees, where appropriate, in discussions around these solutions, as well as presenting them in a clear and timely way, helps ensure the best outcomes for all parties. Some of the solutions such as reduced pay, unpaid leave and shortened working hours, may be less than ideal, however in these unprecedented times, buy-in and support will be gained by honesty, transparency and authenticity.

In our programmes, unless the whole team is on the same page, the task simply cannot be completed. As I said in an earlier article, “herds are to horses, what teams are to people”. Just like us, horses need to have trust in their leader and feel safe in their role on the team. Our mare, Kylie, demonstrated this beautifully one time when she simply left her team to join another. Let’s hope our human team members to not jump ship!

Like all change, we will become accustom to these differences with time and practice, but for now be kind and aware everyone is in the same boat.

 

3. Be Compassionate

As I said previously, we must strengthen our sense of community; looking after colleagues and finding solutions to help everyone is an essential part of this.

When learning about effective team communication in our courses, we do a psychometric test around communication styles called the Miro Assessment.

Now you might be thinking that such a test is impersonal and objective. But I would argue it helps us understand that each and every one of us has our own innate style. It explains why we each respond differently to life’s challenges and why we have no place judging others.

Our horses never judge and are champions of inclusion. This comes from their natural herd instinct whereby they need every member of their herd – or in our programmes – their team to be present. Our quiet gentle horse, Vinnie, makes sure that every team member is present before he makes a move. He seems to have an innate sense for the vulnerable and always ensures they are heard.

 

It is important to embrace individual communication styles so that nobody gets left behind. Ask the quiet person if they have anything to add or make sure the stronger types don’t dominate the conversation. This applies at any time, but is especially important now!

 

Whatever you do to get through the trials of the next few months, remember communication is going to be key to maintaining our communities, our teams and our leadership. I would love to hear your thoughts and how your communication practices are evolving at this time.  And to subscribe to more updates and leadership tips from Leading Edge Life Skills, please comment below to ask to be added or email info@leadingedgelifeskills.com.au

 

 

Herd instincts: leadership, teamwork and community spirit in the age of social distancing

We’re being told to distance ourselves from others to stop the spread of COVID-19; an unnatural state for sociable creatures. However, with some community spirit and effective leadership we can manage to maintain and continue to develop our ‘herd’, and emerge even stronger.

 

We have a saying at Leading Edge Life Skills: ‘Herds are to horses, what teams are to people’.

It’s relevant for anyone interested in effective leadership and team dynamics. Today, this saying is taking on fresh new significance as we are being told to socially distance ourselves in an effort to stop the spread of the COVID-19 virus and protect the most vulnerable in our community.

Both humans and horses are by nature social creatures, who need to live within a ‘herd’ for support and protection. It’s this instinct that has many of us scared of a potential lockdown.

A good example in our stables is our dear old chestnut mare, Amber. Amber was perceived as a bit cranky, she gave signals that she did not want other horses too near to her. Instead of respecting the personal boundaries she was setting herself, and allowing her interaction on her terms, her previous humans kept her in total isolation – she could not see, sniff or touch other horses – as they thought it would be better for her to be away from them. Yet, this only made things worse for Amber, becoming cranky to the point of aggression. When she came to us and was put back into a social situation again, she visibly relaxed, as she found her place in the herd. The sense of safety and connection this gave her improved her attitude immensely. Eventually, she started engaging enough to participate in our programs.

Her personality didn’t change entirely – she remained standoffish, but just being able to be a part of the herd  – on her terms – was what she needed.

A side note worth thinking about is this: within the herd, each horse typically requires at least one metre of personal space and sometimes as much as five. Horses exist within the companionship of a herd without having to always touch each other. Just as our horses, we too can maintain strong social and emotional connection in the absence of touch or physical closeness. Let’s try and reframe social distancing to distanced socialising!

I’ve been thinking a lot about how we can put our leadership skills to use to help retain our ‘herd’ and continue building teamwork in the face of social distancing. As I see it, there are a few areas we should be focusing on, and I plan to explore each one of these over the coming weeks:

1. Help each other as much as possible. Now is the time to work together. Remember that our communities function like a ‘herd’ and are infinitely stronger when we all play a role
2. Re-think the way we work, embracing flexible working practices. Never before have we had the impetus – and opportunity – to change outdated views on work practices. Let’s use this challenge as a tool for positive change.
3. Find new ways to communicate. Staying in touch with our ‘herd’ is possible without face-to-face contact. How can we support our ‘herd’ to stay connected?
4. Remain present and mindful. Embrace the chance to slow down and spend time with family

This week, I’m going to dig deeper into the first point around helping each other; taking our leadership skills beyond the workplace and into the community.

Embracing the ‘herd’: everyone has a role to play

For horses, the herd has many important functions; safety, comfort, protection. Each horse has a vital role to play. In the wild, some horses will keep watch while others eat or sleep. Some are in charge of finding food and water. The stallion is like the CEO, protecting the group, while the lead mare is the 2IC, in charge of finding resources.

For humans, our community is the equivalent of our ‘herd’ and we also all have our own part to play in keeping it functioning during trying times. At the moment everyone is anxious, because of health concerns, job security and feelings of isolation. As leaders we have the opportunity to  step up and set a positive example.

Help the most vulnerable

We all know that older members of our community are some of the most at-risk of contracting the virus: with around one in seven Australians aged 65 or older, there are many people for whom simply leaving the house is becoming a risk. We can all make sure we’re helping our elderly relatives, friends and neighbours.

Tap into our communities

I noticed people on my local Facebook page, for example, offering their time to drive places, walk dogs or pick up groceries for others. What a beautiful example of kindness and the good that emerges in times like these. Try tapping into your own community noticeboards. Or you could even start your own!

Look for others who need support

There may also be others who need support in ways which aren’t immediately obvious.

You may have been sent home, and with your partner and/or kids around, it feels like you’re working from a house full of people.

However, take some time to think about whether a colleague might be lonely, recently separated, or bereaved, and welcome some extra support during their isolation. Data from the Australian Institute of Health and Welfare reports that even before the COVID-19 outbreak, one in four Australians are experiencing an episode of loneliness. We don’t want this to get worse as workplaces and social events close their doors.

Remember to ring, text or email your friends and colleagues – for no particular reason except to stay in contact.

Remain tolerant

In a statement last week, the Diversity Council of Australia said “unfortunately, since the COVID-19 outbreak, we have seen instances of stigma and discrimination directed towards people on the basis of their race or appearance”.

There is no excuse for such behaviour. As leaders, we simply must be mindful of this and demonstrate positive inclusiveness within our ‘herd’.

Look after yourself

And finally, remember that looking after your own mental state is also important in order to function as a leader in the ‘herd’. Fear and panic have led to some of the worst behaviour, such as hoarding toilet paper, medications and other essential items.

Mental health advocate Beyond Blue has put out a great list for looking after your mental health during the virus outbreak. Their recommendations include maintaining perspective, taking a calm and practical approach and not getting too caught up in negative media coverage. All excellent advice.

 

What have you done or seen others do to help the community during this time? Let us know in the comments. And to subscribe to more updates and leadership tips from Leading Edge Life Skills, please comment below to ask to be added or email info@leadingedgelifeskills.com.au