All of us suffer from anxiety; it happens when we face into a new, difficult or challenging situation. Anxiety in itself should never be an issue but it can be a problem if it is not recognised and managed. Organisations that are undergoing upheavals are likely have increased levels of anxiety. Leaders need to learn to recognise and manage the anxiety in their top teams to ensure that it does not affect performance at a time when the they need to rely on the tope team more than ever.
People Management list some of the steps that can be taken to manage anxiety. Aimed at L&D specialists, the article is equally valid for Leaders. Some of the steps for managing anxiety include:
Get your top team to talk about how they experience the pressures they face. As we often feel weak if we acknowledge being less than confident, this normalising of emotions can be helpful. A leader can start the process by admitting that they have anxieties.
Empathy is important but honesty is vital. Leaders need to understand the negative impact on their team – and the wider organisation – of the failure to manage anxiety. Direct criticism may evoke defensiveness; simply describe how the organisation experience the practical consequences of this behaviour.
Having helped your team understand the impact of their behaviour, work to identify key situations, people or events that trigger anxiety. The more we are aware of our default position(s), the better we can resist them.
In the pressure cooker of modern organisations, it can be seen as weak to acknowledge the existence of anxiety. It is the Leader’s responsibility to address this issue – failure to do so can increase the likelihood of a failure of performance.