In the last blog article, I took at an example of best practice when bad news comes from within your team. However, bad news can also come from anywhere else. For example, it could be from external sources or the rest of the management team. Even changing business circumstances can (and should) make it obvious that action needs to be taken and change needs to happen. It doesn’t really matter what the nature of the change is, some will see it as bad news.
As before, you cannot avoid it and its potential impacts on your team. It is also highly unlikely that you are going to have all the answers at the outset. As always, honesty is the best policy. People will know when you are being cagey or hiding something. Being authentic as a leader is a vital quality that helps build loyalty and trust, particularly in times of uncertainty.
The other thing to bear in mind is that the bush telegraph in the office works very, very quickly. And on the back of very little information, some supposition and a whole lot of leaping to conclusions! This means that it is unlikely that you are likely to manage to keep things completely quiet. Therefore, communications and message management are going to become a key activities for you as events unfold.
As I said before, any change will be viewed as bad by someone in the team and you will need to explain what is going to happen. However, the key thing is the “why?” You must also describe the options you looked at, why the choice of that particular path was made and the benefits the change will bring. It is vitally important that your team appreciate that their leadership have explored all the options and made a rational decision, rather than one based on gut feel. It is also important that the team appreciate that the organisation is more important than any one member of it and that a fair solution to the issue has been sought.
Finally, you need to communicate all this:
- use the most appropriate methods
- present information in ways that all personalities can understand
- be consistent with your message and be positive about the way forward
People look to their leadership for a sensible, rational way forward to a place that is better than where they are now. Your job is to communicate that vision and keep on communicating it. In fact, it isn’t possible to over-communicate about change, the rationale for it and where you are going as a team.