The
majority of us encounter unexpected bumps in the road throughout our lives:
illness, conflict, death, fiscal demands. Life’s unpredictable diversity can
leave us feeling emotionally cornered at times, and
desperate for a helping hand. Recognizing that you need the assistance of
others– let alone finding it – can be a daunting experience in itself.
One
thing social media has taught us here at Global Learning is that our
communities are exploding with people and organizations that have made it their
mission to assist those in need. Whatever that need may be, whenever that
assistance is needed. Everything from self-help groups to demographical
associations to advocacy organizations; everyone now has a place to turn.
Emotionally
overwhelming experiences have a high potential to leave anyone distracted or
even volatile while at work.
Every
sharp leader has a keen eye on the emotional state of their team members. If
you are ignoring how emotional intelligence as a leader can be the key to
innovation, then you have missed the boat. Hopefully you can row yourself along
to catch up, without damaging too many people along your leadership way.
In times
of need, varying the ways you choose to ‘be there’ for your team members as a
leader or manager is imperative to the development of your corporate and
organizational culture.
How do
you care?
I
advocate absolutely for creating “in-house” resources for your employees. I
encourage you, however, to also think beyond the scope of your organization for
a variety of reasons, as there are many benefits to encouraging your team to connect
with community-driven initiatives.
First
and foremost, you are leading your team member to guidance that they require
and that you may not be equipped to give.
It’s
great to say “Let me know if there is anything I can do.” But it’s even greater
to say “Here is what I can do for you.”
Not
all employees wish to reach out to “in-house” resource groups. Sharing personal
situations with co-workers or superiors may not be comfortable for everyone.
Even if the fear is unfounded, some won’t reach out to their employer or
employee resource group in a time of need simply because they believe it may
have a negative effect on their job or potential career path.
Offering
your team access to additional services is a way to encourage a person to see
that they have options; that perhaps they aren’t backed into the emotional
corner they are feeling.
Community
outreach is becoming imperative to corporate success. We often view community
outreach as what can I do for the community. Building and curating a running
resource of community groups and initiatives is a great way to collaborate with
the community. It offers more chances for inclusion, as well as creating a
brand advocacy pipeline to a wide range of diverse demographics.
By
connecting your team to the community, you are also connecting the community to
your team.
Employees
that know you care tell the community that you care; a community which, in
turn, will utilize your services because of your accountability and
credibility.
If
creating such a resource list for your team interests you, there are some important
things to keep in mind:
- Be sure to make it clear that you are not endorsing these organizations, only mentioning their existence for your teams to further research themselves and on their own time.
- Avoid including organizations that practice discrimination.
- If including faith-based organizations, include groups of all relevant denominations.
- Make the team feel welcome to offer suggestions to add to the list.
- Offer assistance in finding an additional community group for your team member should they not find one on your list.
- Twitter is a fantastic source to locate untapped local resources.
It may
take some time and effort, but the rewards are vast in understanding the
benefits to all when introducing your team to the broad community resources
available.
“I just might have a problem that you'll
understand. We all need somebody to lean on.” – Lean on Me by Billy Withers
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