To keep your team motivated, make sure they understand their purpose. Explain clearly what you want to achieve and what is not important. There can be a lot of confusion during times of uncertainty, such as potential layoffs, budget cuts, and constant change. Separate key objectives from the background noise.

• Are there tasks or challenges the team is focused on that are not priorities?
• What initiatives or strategies does the team think are most important to achieving their goals? Does everyone agree on these priorities, or is there confusion?

As a leader, you need to ensure your team is aligned and working on the “right” work. With Advisory Board Fellowship, you can learn how to navigate change in a way that helps your team embrace uncertainty, instead of fighting it. Read more about navigating complexity in this expert insight.

Transparency is important. Don't be afraid to talk with your team about challenges they are facing, like financial and resource-related constraints. Be honest with them and make sure to recognize any losses they are experiencing (e.g., loss of autonomy, security). Your honesty and empathy can encourage your team to confront challenges instead of becoming disengaged.

If you are hesitant to engage in open, transparent communication with your team, consider why that is.

• What makes it difficult for me to show my team potential risks?
• Do I usually protect my team? How can I change these expectations?
• How can I create opportunities for open dialogue and discussion where team members can share their personal experiences and emotions related to the challenges they are facing?

Consider the four steps outlined in this article on how to communicate with staff when things aren’t all “sunshine and roses.”

When a person uses their strengths in their work, they are more engaged and productive. Studies show that successful teams give positive feedback three times more often than they give criticism. Focusing on building your team member’s strengths helps them stay energized and makes them less likely to burn out.

If you acknowledge your team’s strengths and give positive reinforcement, you can help them be more engaged in their jobs — even if they have to do more administrative tasks.

• Do you know the strengths of each member of your team? Does each team member know where they excel?
• How can you help your team capitalize on their strengths and create opportunities?
• Do you know your own strengths as a leader?

We’re empowering organizations to develop their next generation of leaders by preparing them to leverage their expertise and adapt to rapidly changing circumstances through Advisory Board Fellowship. Don't put leadership development on the back burner — act now and prepare your future leaders to make the difficult decisions necessary to advance your priorities and make meaningful change.