Earlier this year, Robin Aitken shared his thoughts on how changes in our working environment are affecting styles of leadership. Here, Robin summarises his thinking and gives some tips for those in charge of finance functions.
A lot is changing in our world and the workplace. The following factors stand out to me as affecting people who work in UK charity finance functions:
- Attitudes and backgrounds of the people in workplaces are shifting. This means that leaders cannot afford to make assumptions about the beliefs and accepted behaviours of people in their teams.
- Digital technology is more pervasive than ever. This means that colleagues not only have the means to process more information more efficiently than ever, but are also being bombarded with never-ending distractions which stimulate their minds and also stress them out. Work-life boundaries are blurring because for many people there is now a blend of office and home-based working.
- There are high levels of societal risk and uncertainty around which can lead to unexpected changes and can leave people with a sense of perma-crisis. The ability for teams to adapt quickly to changing circumstances is a prized asset in this environment.
Changes to leadership style
Leadership styles come in all sorts of flavours. Each can be appropriate in the right situation. Some will sit more comfortably with different leaders than others. The key is to find a style that suits you and is right for the situation that you are in.
I believe that the following directions are appropriate adaptations to make in current circumstances:
1. Empathise
With differing attitudes and high levels of mental stress, it is important for leaders to take the time to meet up with their teams regularly, face-to-face where possible, to understand how they see and feel about the world they are in. Leaders can then use what they learn to help inspire and guide them.
2. Elucidate
I could have used the word ‘clarify’ here but then I would have missed out on some catchy alliteration! If people are working from the same, clear information they are going to find it easier to cooperate effectively. A central role for a finance leader is to ensure that their team has access to clear and consistent management information and the means to provide this to other key players in the organisation.
3. Empower
In a fast-changing world it is vital that the finance team are able to alter their approach to what they are doing and prepare others to do the same. A finance leader should be looking at what they can do by means of encouraging training, use of software and continuous learning to allow people to take action to make changes when circumstances require.
Three areas for action
Here are some suggestions for changes in leadership style that finance leaders can take:
1. Self
Effective leaders know themselves. To learn about yourself, it is important to take the time for self-reflection, to notice what is happening in your world and to get feedback from the people around you. Coaching, mentoring, mindfulness practice, journaling your thoughts, leadership training and attending peer support groups are all activities that can help you on this journey of self-discovery.
2. Team
Good leaders know and support the people in their teams. To get to know your team it is essential that you set aside time to engage with them. This should be done in face-to-face meetings where possible to allow for a more rounded dialogue, but online meetings or phone calls are better than nothing.
A simple framework to get to know people is to hold regular one-to-one meetings with each of your direct reports every month with the following agenda:
- What have you noticed that is happening in and around your work?
- What have you been learning?
- Where could you do with some help?
- How are your stress levels? Rate on a 5 point scale.
- How are you progressing towards your goals?
- What action can be taken to develop your skills, manage your stress or to help your team?
This agenda can be adapted to suit your workplace. It should be emphasised that this discussion is not an appraisal and regular day-to-day task management should be avoided where possible. It is a chance for a dialogue and learning. People should be encouraged to raise issues and to learn from experiences. In your time together you will learn a lot about your team.
3. Environment
Helpful leaders set the right working environment. Here are three ways to do this:
- Set the right culture. As the leader you will have a major influence on how things are done in your workplace. You can agree the rules and boundaries by which people work, in a way that supports their mental health. For example, what are your team’s expectations about receiving and replying to emails outside working hours? What limits do people want to set to what is expected?
- Invest in the working environment. For people to work effectively together it is extremely important that they are working in as good a working environment as possible. Think about how you can create great workspaces in the office and at home, in both the digital and physical spaces in which people work. Investing as much time and money as is possible will not only let people be more productive, but also show that you care.
- Be environmentally aware. The environmental crunch is upon us. This is likely to be something that is on your team’s minds. What can you do to find out what they think and find ways to contribute to reducing their environmental footprint?
I hope that you find these thoughts useful. I wish you well in seeking ways to adapt your leadership style to one that works for you and your team.
In February 2023, Robin presented at CFG's 'Innovation, Leadership and Talent Development' event. Watch Robin's presentation below to learn more about the evolving nature of leadership.
Find out more about this event.