The classroom offers no shortage of challenges for teachers, from navigating the different learning needs of a diverse group of students to keeping up with changing educational trends and policies. Plus, because of the 2020 pandemic, educators had to suddenly transition to remote-learning models, which was almost impossible to prepare for. And as many schools across the country re-open for full- or part-time classroom education, teachers have had to create structures that not only keep their students engaged but also adhere to COVID-19 health and safety standards.
While these types of obstacles are enough to keep some teachers engaged for a lifetime, others set their sights on even greater challenges within the educational system that will be in place long after the pandemic is over. However, transitioning out of the classroom into an educational leadership role isn’t as simple as throwing your hat in the ring. While classroom teachers are leaders in their own right, serving as an administrator requires a set of leadership skills all its own.
What It Takes to Be an Educational Leader
Becoming an educational leader is an opportunity to make an impact beyond the classroom. However, while teachers have ideas about the ways they’d lead differently given the opportunity, taking those ideas and turning them into actionable policies requires a unique set of skills.
When running a classroom, teachers have to make decisions moment by moment to keep their classrooms running smoothly and their students learning. Administrators, on the other hand, have to carefully consider the input of a variety of stakeholders before taking action.
In order to balance the demands of educational policies, district administrators, teachers, and parents, administrators must cultivate a culture of mutual respect and honest communication. That’s not easy to do when teachers often view administrators as a hindrance to their ability to teach, which is why an educational leadership role requires not only professional acumen but emotional intelligence as well.
The Demand for New Educational Leaders
For teachers who are up to the challenge of educational leadership, there’s no shortage of roles to fill. While teacher shortages draw the most attention, schools across the country are also facing a growing shortage of principals and other administrators. According to the National Association of Secondary School Principals, the demand for qualified principals in elementary, middle, and high schools is projected to grow 6 percent by 2022.
While some school districts struggle to attract candidates for leadership roles, most schools find that their problem isn’t the number of candidates, but the quality. One in three school principals stay in their role for less than two years and 18 percent leave the position within a year. Inadequate preparation is a leading reason for high principal turnover, which is why teachers are such attractive candidates for the job. When administrators have a background in education, they’re not only less likely to leave, they’re also more effective.
The Role of Educational Leaders in Student Achievement
What are the hallmarks of an effective educational leader? It’s not just an understanding of policy or a knack for juggling competing priorities. Experts agree that the most effective administrators are those who frame their decisions around what’s best for student learning — and that means creating a collaborative environment between teachers and administrators rather than taking a top-down approach to management. When administrators foster an environment that empowers educators, the sense of safety, support, and continuous learning that’s created trickles down to students as well. In fact, research has found that an emphasis on collaboration and communication is one of the key characteristics of high-performing schools.
Advancing your Career as an Educational Leader
While teachers are uniquely positioned to become educational leaders, taking that career leap requires additional qualifications. School principals require graduate-level degrees in educational leadership or administration in addition to state licensure, while educators who want to expand the opportunities available to them may opt to pursue a Doctorate in Education. With an EdD, educators can pursue a career as a K-12 principal, school superintendent, or an administrator in a post-secondary setting.
Pursuing a career as an educational leader isn’t a decision to make lightly. School administrators have a difficult job, and creating an environment that empowers students and teachers — both during and after the pandemic — requires professionals who understand the difference between leading and ruling. However, for teachers who appreciate the challenges facing their school system and want to make a difference, taking the step into an educational leadership role is the best way to do it.
https://www.innovativeleadershipinstitute.com/wp-content/uploads/2021/02/Pexels-Educational-Leader-in-2021-Jennifer-Brown.jpg416624Susan Harperhttps://www.innovativeleadershipinstitute.com/wp-content/uploads/2022/03/ILI-Anniversary-Logo.pngSusan Harper2021-02-11 10:00:362024-02-21 22:45:53What Does It Take to Be an Educational Leader – Junior Achievement’s Impact
Margaret Heffernan, author of the book, “Uncharted: How to Map the Future Together.” provided this blog as a companion to her podcast. This is part two of a 3 part blog series.
Problem Two: Silence and Blindness
Richard was keen, intelligent, curious, well-read, and overflowing with good intentions. Ask him about his direct reports, he could provide a fulsome picture of each one, and he demonstrated real insight and nuance about their strengths, weaknesses, hopes, and dreams. He didn’t show it much, but he respected and cared for the people who worked for him.
Because Richard was so brilliant, he could solve just about any gnarly problem. But doing so implied that he didn’t believe anyone else could. So one day I suggested that he attend his next meeting and promise to say nothing. He looked puzzled and not a little intimidated, but he promised. What happened?
At first, he said, when an issue arose, he noticed that everyone was waiting for him to solve it. But when he offered no solution, they all scrambled for a while and then proffered their own ideas. These were excellent. What had Richard learned?
“I found out,” he said, smiling, “that they expected me to have the answer.”
What else?
“That they had lots of their own answers. Some of them much better than mine.”
What else?
“That I don’t need to go to all the meetings,” he laughed. Long pause. “That it might be better if I didn’t go to all the meetings…”
Richard had discovered that brilliant though he was, his power stifled the intelligence of his own team. They wanted to please him — and that, they thought, meant agreeing with him. His silence, or absence, liberated them to think for themselves.
One of the biggest traps of power is that the way that others respond to it. Most believe they get ahead by pleasing or, at least, not openly disagreeing. That means they contribute less than they might. This silence suppresses concerns; it also suppresses good ideas.
That they have this effect on people is something many powerful people fail to understand. I remember one CEO, whom I admired greatly, gnashing his teeth with frustration because his people so rarely stepped forward with ideas or initiatives. How did he explain it? He thought they just must be lazy. He himself had no insight into how, quite unconsciously, hierarchy silenced them.
At New York University’s Stern School of Business, Elizabeth Morrison and Elizabeth Milliken researched the phenomenon they call organizational silence. They found that the chief reasons for it are fear (of conflict or disagreement) and futility (I could say something, but it won’t make any difference, so why bother?) This exerts a high cost. Where power induces silence, it leaves decision-makers are blind. Think VW emissions or Boeing safety concerns. It also means many missed opportunities, invisible at the top but frequently obvious further down the hierarchy.
The desire to please, a fear of conflict, and a pervasive sense that only the senior voices count: these beliefs aren’t entirely irrational, so they have to be addressed. In recent years, it’s been fashionable to talk about the need to create a culture of psychological safety, to ensure that people speak up. Safety is crucial. But it’s often impossible to achieve in an age of high unemployment, layoffs, downsizing, and automation. In that context, anyone carrying a high level of personal debt (a mortgage) is already unsafe, and it’s obtuse to belittle or ignore it. That makes it all the more important to find mechanisms where people can see for themselves that it’s safe to be open.
After the poor decision-making that led to the Bay of Pigs fiasco, President Kennedy radically rethought how to develop real honesty and the widest range of options from his advisors. He asked multiple teams to tackle the same question with the same information. He used skip-level meetings so that the more junior diplomats and analysts could debate freely with their peers, something they’d never have done with their bosses present. This ensured that Kennedy had more perspectives and ideas to consider.
When Britain’s National Health Service was plagued with a number of scandals that derived from multiple, often minor, failures that most feared to articulate, nurse Helene Donnelly became an ambassador for cultural change at the Staffordshire and Stoke-on-Trent Partnership NHS Trust. She isn’t a boss per se — that helps — but her role is to hear concerns that hospital staff have been unable to get addressed or that they are afraid to raise. She told me that the most important part of her job is to write up the story of how each problem really does get fixed. Positive action is what persuades people not to stay silent.
Why don’t bosses perceive the problem that power confers? Many tell me that they don’t feel themselves to be different. They are, they insist, just ordinary people doing tough jobs. The answer is naïve and inadequate. It’s foolish to imagine that how you see yourself is how others see you. And having power confers the responsibility to understand how it works. Like a weapon or a car, just having it requires insight, control, and finesse.
Margaret Heffernan is the author of the best-selling UNCHARTED: How to Map the Future Together, nominated for a Financial Times Best Business Book award. She is a Professor of Practice at the University of Bath, Lead Faculty for the Forward Institute’s Responsible Leadership Programme and, through Merryck & Co., mentors CEOs and senior executives of major global organizations. She is the author of six books and her TED talks have been seen by over twelve million people.
https://www.innovativeleadershipinstitute.com/wp-content/uploads/2021/01/Unsplash-Three-Problems-of-Power-Silence-by-Heffernan-scaled.jpg16382560Susan Harperhttps://www.innovativeleadershipinstitute.com/wp-content/uploads/2022/03/ILI-Anniversary-Logo.pngSusan Harper2021-01-25 13:47:212024-02-21 22:57:07Three Problems of Power — Problem Two: Silence and Blindness
This blog is provided by Jacob Morgan, author of the book, The Future Leader: 9 Skills and Mindsets to Succeed in the Next Decade, as a companion to his podcast The Future Leader: Skills and Mindsets to Succeed in the Next Decade.
Leadership has always been challenging, but the future of work will bring fresh challenges to future leaders. Over the next decade, leaders will have to face obstacles and challenges not faced by current or past leaders. But what are those challenges?
As part of the research for my book, The Future Leader, I interviewed over 140 top CEOs from around the world and surveyed around 14,000 LinkedIn users. One of the questions I asked was about the challenges future leaders would face. From their varied and insightful responses, I broke the challenges down to two main areas: futurize and humanize.
Futurize
Future leaders can’t afford to lead their organizations by looking in the rearview mirror. They need to futurize, or bring their organizations into the future. But of course, it isn’t that simple. There are numerous challenges that fall into this category.
Short-Term Vs. Long-Term Thinking
Many leaders think quarter by quarter to please their shareholders and investors. We’ve been conditioned to think in the short term and expect fast results. Future leaders need to be focused on long-term success for both the organization and the people. This requires courage!
Adapting to Technology
New technology is coming incredibly quickly, and it often seems like once we’ve finally mastered something, it’s outdated and there’s a flashy new solution. Leaders need to pay attention to technology and be able to change their perspective to understand what new developments are most important and what else is coming down the pipeline. Technology is not just for IT professionals.
“Today’s leaders need to either decide to embrace new platforms and technology or be prepared to be left behind.” John Legere, Former CEO, T-Mobile
Keeping Up With the Pace of Change
The world is changing incredibly fast, and future leaders will be challenged to keep up. They need to embrace change, stay agile, and be open to new ideas. Whether we look at climate change, globalization, technology, demographics, cyber security, geopolitical issues, competition, or any of the other numerous trends shaping our lives and organizations, it’s clear that change happens quickly and happens all the time. We will experience more change in the coming decade than we have experienced in the past hundreds of years.
“The pace of change is faster and while you don’t have to know everything, you do have to know how to get it. The commitment to being a lifelong learner, I think the premium on that is much higher now for our leaders.” William Rogers, CEO, SunTrust Banks
Moving Away from the Status Quo
Just because something worked in the past doesn’t mean it will still work in the future. Leaders need to be confident and bold to take risks that move away from the status quo just because that’s how things have always been done. Leaders must move away from the mentality of “follow me to greener pastures because I’ve done it and I’ve been there,” to “follow me into uncertainty, I don’t know the path but I have a vision of what we can create and together we will make it happen!”
Humanize
We tend to put a lot of emphasis on technology, but a company can work without technology; it can’t work without people. The challenges of humanizing involve balancing humans with technology and ensuring your people are prepared to succeed in the future. We can’t forget that business still fundamentally operates and exists because of people. What we are seeing now with COVID-19 is a very clear example of that.
Leading Diverse Teams
Not everyone in the world looks and thinks the same, and your organization should reflect that. Diverse teams bring in new perspectives. Future leaders need to put together teams of people with different backgrounds, genders, races, sexual orientations, and belief systems to work together towards a common goal.
Attracting and Retaining Top Talent
People are an organization’s biggest asset, but many companies face the challenge of finding and keeping great employees. Instead of job candidates trying to convince organizations they are the best choice, now leaders and organizations must convince potential employees they are a great place to work.
“We’re moving from an era of lifetime employment to lifetime employee ability where if your people don’t feel that they learn and progress and they’re up to speed in their areas of expertise, they will leave you because they will become themselves obsolete.” – André Calantzopoulos, CEO, Philip Morris International
Reskilling and Upskilling Employees
How we work and the tools we have are changing rapidly, and many employees find themselves not having the right skills to do their jobs or thrive in the future. Leaders face the challenge of knowing how best to upskill employees and give them what they need for future success.
Doing Good
People want to be part of organizations that care about more than just making money. But in many cases, the leaders and shareholders are conditioned to think more about profits than doing good in the world. Future leaders need to make sure their work is improving the world and then share that message with others.
Making the Organization Human
With automation and a focus on efficiency, many organizations fall into the trap of focusing on results instead of people. Each individual matters, and future leaders need to understand their employees as people, not just cogs in the machine.
“A leader of the future will have to be astute enough to balance automation with the human touch. They have to decide what types of tasks to automate so that they can spend more time on high-value activities. But also decide which businesses will continue to benefit from human judgment.” – Kiran Mazumdar-Shaw, Chairperson, of Biocon
These challenges are widespread and require serious effort. Based on the survey I did with LinkedIn looking at 14,000 employees around the world, most leaders and organizations aren’t ready to face these challenges. The good news is that we still have time, but we need to start now to develop future-ready skills and mindsets.
About the Author
Jacob Morgan is a four time bestselling author, keynote speaker, and futurist who explores leadership, employee experience, and the future of work. He is the founder of FutureofWorkUniversity.com, an online education and training platform that helps future proof individuals and organizations by teaching them the skills they need to succeed in the future of work. Jacob also hosts the Future of Work podcast, a weekly show where he speaks with senior executives, business leaders, and bestselling authors about how the world of work is changing.
https://www.innovativeleadershipinstitute.com/wp-content/uploads/2021/01/Pixabay-for-Jacob-Morgan-140-CEOs.jpg12801920Susan Harperhttps://www.innovativeleadershipinstitute.com/wp-content/uploads/2022/03/ILI-Anniversary-Logo.pngSusan Harper2021-01-11 14:54:112024-12-02 16:22:09140 Top CEOs Say These Are the Most Crucial Challenges for Future Leaders
This blog is provided by Trista Bridges and Donald Eubank, co-founders of Read-the-Air and authors of a new book, “Leading Sustainability: The Path to Sustainable Business and How the SDGs (Sustainable Development Goals) Changed Everything,” as a companion to their podcast Leading Sustainability: The Path to Sustainable Business and SDGs. This article shares practical steps from their book to advance your business efforts and put sustainability at your strategy’s core.
The business world is at a fundamental crossroads. The age of the stakeholder is rapidly superseding that of the shareholder. More than just a buzzword, the idea of the stakeholder recognizes that companies have always existed as an inseparable part of the communities and business networks in which they operate, however vast and physically distant.
Contrary to what the shareholder model often implied, good business decisions have never really been driven purely by profit motives. It is becoming increasingly obvious that what is good for society—and thus, by definition, for the environment—is good for business. This new embrace of responsibility does not preclude the design of efficient, lucrative business models. In fact, when done properly, precisely the opposite is true: socially responsible and sustainable business decision-making opens up brand new, exciting, profitable—and, in all its meanings, sustainable—revenue streams.
Today’s reckoning is not purely an altruistic choice made by businesses; new demands from various civil society organizations and the consensus-driven initiatives of the United Nations have been shepherding along the changes required to make business operations sustainable for years. With the United Nations’ 17 Sustainable Development Goals (SDGs) and the implementation of the Paris Agreement, these constituencies have outlined new expectations for not only how governments function, but also how businesses must function in a sustainable society.
The SDGs—more than 50 years in the making—provide a comprehensive framework for understanding all aspects of social, political, and business actions. They are powerful statements of human ambition for a fair, just and sustainable society. Many in the business and investing world today are calling them “A gift”, as the SDGs can provide us with a broader definition of sustainability and a framework to quickly and effectively guide businesses’ efforts to align their operations with the meaningful goals that society desires.
The successful businesses of tomorrow will be the ones that fully embrace sustainability today.
Almost two years ago, we set out to find and catalogue the practical steps that companies today must take to create the new sustainable business models they will need to survive in the year 2030. We interviewed more than 100 business leaders, investors, policy makers, NPOs, researchers and other changemakers, and researched a broad range of companies from across the world, of varying sizes and across multiple industries, that were taking practical steps to improve business practices and become more sustainable. Here’s some of the main takeaways that were collected for our new book “Leading Sustainably—The Path to Sustainable Business and How the SDGs Changed Everything.”
Our takeaways
Look to the future of your business—to achieve the best tomorrow, prepare today for the worst.
Make changes to your strategies based on the big picture, not on the small problems (unless they are warning you about dangers arising in the big picture).
The past created the world we live in today—its environmental crises and social unrest—but it also has been building the platform and the thinking that’s needed to move past these crises. That is, the SDGs, the Paris Agreement and a business world more focused on becoming sustainable for the long run.
The business case is already there—the whole business environment is pushing for more sustainable models, from consumers to investors, employees to competitors. Catch up, keep the pace, set the speed or get pushed out of the way. And watch out, because a whole new generation of “mission-driven” companies have a head start already, having established themselves as fully aligned with society from the get-go. They are laser-focused on bringing fully sustainable innovations and business models to sectors that have struggled to do so on their own, and they are achieving remarkable societal and financial impact.
Don’t get confused by the Alphabet soup of methodologies for measuring and managing impact—choose what looks best for you, try them out, see if they fit, and whether do or don’t, adjust, retry, expand, until you figure out what works for your company. Get started today.
Capital managers, and even retail investors, believe that sustainability is the way forward, and they are going to talk to you about it. If you are aligned with them, they will provide you capital at a reasonable rate—if not, you will pay more or even be left empty-handed.
Be systematic. Understand the steps that you as a business have to proceed through to achieve a sustainable business model. Apply smart managerial and leadership strategies to move through these steps. Make bold decisions. Engage the whole organization. Communicate your directives and the reasons. Build an “A team”. Pursue a multi-stakeholder approach. Be flexible, make assessments and adjust. Work with your customers. Consider outside acquisitions. And leverage the SDGs.
You can’t do this alone. Bring your industry along for success and to ensure a fair playing field. Reach out to your industry associations, but also look to new partners, whether from civil society, international organizations, or cross industry. If a few key industries do this right—health and wellness, insurance, fashion, real estate, and tourism—we’ll all be in a better, more sustainable, place.
Before we close, two points bear repeating: For success leverage the SDGs— recognize their power to help and guide the organization and your teams; and be systematic to align your business planning and operations with sustainability principles.
Plus, remember this final, key piece to getting it done: You must bridge the knowledge gap—provide your teams with as many opportunities as possible to learn what they need to know to make sustainability-driven business decisions.
See more details about the important lessons from companies—in a range of industries—on how to achieve sustainability in our new book “Leading Sustainably”, available now from Routledge and Amazon.
About the Authors
Trista Bridges is a strategy and marketing expert with extensive experience across various geographies and sectors including consumer products, financial services, technology, and healthcare.
Donald Eubank is an experienced manager who has worked across the IT, finance, and media industries in Asia.
They advise businesses on sustainability and are co-founders of Read the Air, a coalition of strategy and operations professionals, and co-authors of “Leading Sustainably—The Path to Sustainable Business and How the SDGs Changed Everything” (Routledge).
https://www.innovativeleadershipinstitute.com/wp-content/uploads/2021/01/Unsplash-Leading-Sustainability-Bridges-Eubank-scaled.jpg19202560Susan Harperhttps://www.innovativeleadershipinstitute.com/wp-content/uploads/2022/03/ILI-Anniversary-Logo.pngSusan Harper2021-01-04 11:57:272024-11-27 11:07:35Leading Sustainability: Look to the Future, Make Bold Choices and Don’t Go It Alone
Maureen Metcalf, ILI’s CEO and Founder, is a fellow of the International Leadership Association (ILA). In this role, ILA recommends 12-16 interviews for her radio show focusing on innovating leadership. The show focuses on balancing academic excellence in leadership with personal stories of high-impact leaders, thought leaders, and authors talking about their latest books and frameworks.
The following blog accompanies an interview with Aline Kamakian. This interview, specifically Aline’s Story, was very moving and inspiring. We encourage you to learn more about Aline by listening to her podcast, Thriving During Crisis: A Successful Middle Eastern Businesswoman. If you feel moved to donate during the holidays to a person or organization in Lebanon impacted by the recent explosions, please consider supporting Aline and her efforts to re-open Mayrig to provide jobs for 85 staff.
This is Aline Kamakian’sStory.
As someone who has a master’s degree in business, I recognize that we can learn things in school, from books and lectures, but there are things that only life teaches us. Being a Lebanese of Armenian origin, I grew up with my grandparents embedded in the stories about my ancestors. Their stories about the resilience and ability to adapt and the respect and gratefulness to the country that accepted them conveyed the values I learned.
On 4 Aug 2020, Beirut was hit by a huge blast.
According to BBC reporting, “The blast that devastated large parts of Beirut in August was one of the biggest non-nuclear explosions in history, experts say. The Sheffield University, UK, the team says a best estimate for the yield is 500 tons of TNT equivalent, with a reasonable upper limit of 1.1 kilotons. This puts it at around one-twentieth of the size of the atomic bomb dropped on Hiroshima, Japan, in 1945… The explosion was the result of the accidental detonation of approximately 2,750 tons of improperly stored ammonium nitrate. The blast led to some 190 deaths, as well as more than 6,000 injuries.
My restaurant, our offices, my house and my car were all blown to pieces in just a second. The terrace outside of our meeting room looked out over the port just 300 meters further. We were having a management meeting. I don’t know how I survived, standing on the terrace, looking at the fire and fireworks in the port. The next thing I remember was standing over my financial controller and giving him CPR. I don’t know how I knew what to do, reflexes from when I was a girl scout? The blast had injured 25 employees, of which five were left with a permanent handicap. It destroyed most of the restaurant furniture and equipment. The building was still standing, but windows, doors, winter gardens were all shattered.
First, I needed to make sure all my employees were safe and had a roof over their heads. I had never felt a victim, but there was no way I could get back on my feet without external help. So, I decided to open a fundraising page to help us. One week after the blast, we started cooking over 1,000 meals per day in our central kitchen to be distributed among those who lost their homes. We prioritized, first comes the team, holding on to our values, generating income, moving on, and moving fast.
On the 4th of September, just one month after the blast, the restaurant opened its garden and kitchen again. While we were still working hard to repair and rebuild the inside of the restaurant. The first evening that the restaurant was again partly operational, the whole team had dinner on the Mayrig terrace.
Here is the reporting about the restaurant:
When 2,700 tons of ammonium nitrate tore through Beirut, only a highway separated the city’s port where the explosives were stored from 282 Pasteur Street. This is where Mayrig, the famed Armenian restaurant known as much for its delectable sour cherry kebab as preserving Armenian culture in one of the diaspora’s strongholds, has stood since 2003.
Located in Beirut’s lively Gemmayzeh neighborhood in a building from when Lebanon was under Ottoman rule, the restaurant was destroyed.
It joined the rest of the city that stood in ruins, where over 170 people have died, thousands more injured, and an estimated 300,000 left homeless. The decimation the blast caused came on top of a Beirut that was already in political and economic crisis. The Lebanese pound was tumbling to shocking lows that have caused widespread poverty. Electricity and food shortages are the norms.
But the destruction of Mayrig stung beyond a crumbling building: around 85 families, whose livelihoods depended on the restaurant, were suddenly left jobless and homeless. Not a single staff member escaped unscathed, and some are still in critical condition.
And then there’s the other, more existential loss: the idea that an institution fighting to preserve and progress Armenian culinary heritage, which has always teetered on the brink of either being forgotten, denied, or erased, could disappear forever.
“Mayrig” means “mother” in Armenian. For the last 17 years, this woman-owned culinary institution has brought centuries-old recipes from inside the homes of the Armenian community in Lebanon to a restaurant enjoyed by both local and international patrons and built on those traditions to create new dishes. Staffed by the same Armenian mothers who have always led the preservation and passing down of food culture to future generations through their labor and knowledge, “Mayrig” was founded by Aline Kamakian.
Being at “Mayrig,” she said, is being alive.
Her grandparents, Armenian Genocide survivors, found refuge in Lebanon, becoming part of the Lebanese-Armenian diaspora, which now numbers over 150,000 and has contributed significantly to the social, political, and cultural life of the city while keeping Western Armenian heritage alive. Bourj Hammoud, one of the first places refugees settled, became the historic center of the Lebanese-Armenian community. The area was heavily impacted by the explosion.
Aline’s early Story
I was five years old when the war broke out in Lebanon. I have seen my father as an entrepreneur struggling to raise his family and keep us safe during the war. This taught us to be creative and find means under pressure and create solutions to the absence of necessary provisions such as electricity and water and fundamental civil human rights. For example, to open my restaurant in 2003, I had to build my water reservoirs, bring a generator to produce electricity, ensure the team’s transportation and basic needs, and find other locations during the war.
Preparation for Management During Crisis
In the war in 2006, we took three days to find a safe spot up in a mountain resort. This move made it possible to guarantee the continuity of the restaurant and the employees’ income. We had to build our reserve in fuel; bring walkie-talkies because there was no phone; secure a safe location for employees to sleep, and secure kitchen equipment from the kitchens of friends and family. We created a restaurant in 1-weeks’ time. The most important tools were: sharing information, make the team part of the decision making, delegate responsibilities. In these circumstances, it is about operating a restaurant and the security of the team. Almost half of them were living in dangerous areas. The team managed to work and did so without days off, without hours to rest to cover for the others. We agreed that we would see how to cover extra hours or vacation after we passed this crisis. We learned to adapt to respond to this disruption quickly. It turned out to be a right decision because it generated enough income to secure the salaries, and it offered the chance for the employees to continue working.
Every two years, we have a minor to big crisis that asks for our adaptation. In 2019 the revolution started after three years of financial difficulties and corruption scandals. The challenges were different and led to significant hardship.
The internal security was terrible; roads were blocked, breaking and burning buildings and public property.
The banking sector turned into an unpredictable mess. Lebanon was known for its strong banking sector and was the saving place for all the Lebanese diaspora. And suddenly, the banks stopped giving out money. There was a limitation on cash withdrawals and transfers. The impact was dramatic since Lebanon is mainly an importing country. Its own industries ae very limited and the country has very little raw materials.
Inflation towered: Lebanon rates now 3rd worldwide after Venezuela with an inflation rate of 365%. The challenge is that it is not just inflation but also inflation that the government doesn’t recognize. There is an official rate, a rate from the banks, and a black-market rate.
Covid-19 led to lockdowns in many countries; in Lebanon rules were not applied evenly over the whole territory as some political parties allowed their followers to disregard the rules. COVID spread fast in autumn, and governmental regulations are often contradictory from one week to the next, unequally applied and harmed first of all the whole Food and Beverage sector.
With a government that is corrupt, and incapable comes the explosion of 4 August. The government resigned, but since it hadn’t formed a new government yet, the old government continued in the same corrupt, incapable way.
How to lead in such a context?
University lectures didn’t teach us to navigate this type of crisis. I didn’t learn a to-do list.
In the restaurant business, never compromise on the quality. The challenges were to keep the quality. We couldn’t look at saving money during this catastrophic crisis. We were committed to living our values during the crisis.
We needed to keep the employees safe and secure cash. I created a pop-up project in Saudi Arabia and took part of my staff there for three months.
We were committed to maintaining food quality. The aim is to find the best product at the best price, not the cheapest product. We needed to keep the team quality-oriented, encourage sharing resources, information, and pay attention to finding the best ingredients.
I communicated very openly, explained the companies’ situation, and explained the difficulties of living in Saudi Arabia. We went as one team and worked together to maintain the team as in Lebanon, there was no income.
My goal was to jump on opportunities that would allow me to take care of my family and my team! I didn’t have all the info, but the circumstances required me to keep going. I knew I needed to be transparent, genuine, honest, and always make values-based decisions. In this case, I was focused on my team’s safety, health, and economic well-being.
Again I did the same thing: first comes the team, holding on to your values, generating income, moving on and moving fast.
Aline Kamakian acted in the best interest of her team during the most challenging experience of her life. She truly exemplifies someone who is living her values! She supports the families of the employees who are unable to work and who continue to require significant medical treatment. During our call, she deeply inspired me as a leader and person who acted as her best self during this crisis. We often look to movies for superheroes. I believe Aline is a real-life superhero. Her actions inspire and invite all of us to act with courage, integrity, and selflessness. To support her campaign, please consider donating to the Mayrig Family Go Fund Me campaign.
About the Author
Aline Kamakain began her career as an insurance broker at the age of 18 to put herself through college. She graduated with a double major in Masters in Finance and Marketing, Aline’s skills as an insurance broker allowed her to build one of Lebanon’s top 9 Brokerage Firms. All through her successes, Aline never forgot her love for food but most importantly she never forgot her Armenian roots. In June 2003, she opened “Mayrig” an avant guardiste traditional Armenian restaurant to introduce to all those who appreciate homely, healthy and tasty food, the forgotten flavors of Ancient Armenia. Aline was also voted Women Entrepreneur of the Year 2014 in the Brilliant Lebanese Awards. She is a board member of the Lebanese Franchise Association as well as a board member of the Lebanese League of Woman in Business and a successful candidate of the 2014 Vital Voices Fellowship Program.
https://www.innovativeleadershipinstitute.com/wp-content/uploads/2020/12/Unsplash-Beirut-Blast-By-Aline-Kamakian-scaled.jpg17072560Susan Harperhttps://www.innovativeleadershipinstitute.com/wp-content/uploads/2022/03/ILI-Anniversary-Logo.pngSusan Harper2020-12-21 10:15:232024-02-21 23:13:44Leading During a Crisis: Explosion in Beirut, The Aline Kamakain Story
Here are my observations and takeaways from my experience navigating change in a wide variety of global logistics organizations supporting the US Military and our allies. Much of my experience has been leading change which ranged from crisis response establishing and maintaining a logistics hub to support the Haiti citizens from their devastating earthquake to contingency operations mobilizing Naval Reservists in support of expeditionary logistics missions in Iraq and Kuwait to operating system upgrade implementing a SAP system which replaced a legacy system. These experiences shaped my approach to leading change in a dynamic environment and provide the foundation for the following article.
How a leader handles change will determine the team’s future. A leader’s attitude toward change will be a key to success. I learned early on that I could spend energy resisting change, or I could embrace the change to keep moving forward. A leader must look at change in a positive and realistic light. The leader needs to be the steady rudder to keep everyone on course. This will require the leader to keep their “resiliency tank” full at all times to stay tough during the challenges ahead. Figure out how to keep your “resiliency tank” full, whether it is meditating, exercising, or playing chess. Your strength will be needed so a resiliency routine will have to be a priority. Encourage your team members to establish a resiliency routine too.
The leader’s job is to clearly articulate the WHY…and repeat the message…over and over. This gives time for the team to catch up. In most cases, the leader has had time to absorb the new information before the idea is introduced to the entire team. When the change is introduced to the team, the team needs time to grasp and embrace the new idea. The leader is going 100 miles an hour down the highway with the new idea and team is just getting to the highway on-ramp. As the leader, you may need to slow down so your team can speed up. I did not say stop. Once the team absorbs the idea, understands the mission, and is empowered to execute, it will accelerate and exceed expectations. One key point is knowing that not everyone engages the change in the same manner. Some individuals struggle with the new idea and may feel threatened by what they see taking place. The employee’s role may change. He or she may go from expert to novice in the new arrangement. Resulting in an unsettling emotional reaction. And will usually get better over time for most individuals. This is something to be aware of during the process. A leader needs to watch out for those struggling and engage through listening and understanding the challenges the workforce is undergoing. Sometimes an empathetic ear from the leader can be the tonic to pull the team member through the rough waters of change. Also, some individuals just take longer to adjust to the new environment, but others soar to the future state.
I have also noticed that the technique that makes teams more successful in new unknown areas is to create an open dialogue about the challenges and work through them collaboratively with the stakeholders. Easily said, not always so easy to do but rewarding in the end. Continual communication about the compelling need for the change is a must do and must be repeated often.
Some best practices when dealing with change:
Set trust as the foundation for all relationships.
Identify the key stakeholders and communicate the compelling reason for the change …the WHY.
Uncover the blind spots as quick as possible through listening and learning.
Create collaborative teams to develop solutions for the blind spots identified.
Build coalitions that do not exist and shore up ones that need to be reinforced.
Stay strong throughout by listening and understanding the barriers or challenges anchoring others.
Be agile. Do not get defensive when new information is received, and adjustments must be made.
Establish a routine and regular check-in, set goals, and follow up on progress using accountability metrics.
Have a bias for action…keep moving forward.
The takeaway here is that during a significant period of change is when the leader really earns his or her money. They need to be authentically enthusiastic and fully engaged to ensure the team members are making the transition. This can be exhausting work but extremely rewarding.
About the Author
United States Navy Rear Admiral Deborah Haven, Retired, has been a successful leader in a wide variety of global logistics organizations, both civilian and military for over 30 years. She is particularly skilled at introducing change in large organizations. She has a keen ability to understand the landscape, identify barriers and develop an actionable plan to improve organizational effectiveness. Deborah is a graduate of the Naval War College, holds an MBA from the LaSalle University in Philadelphia, and a BS from the University of Maryland, College Park. She is an executive coach, independent consultant, and a member of the board of directors for the Flag and General Officer Network.
https://www.innovativeleadershipinstitute.com/wp-content/uploads/2020/11/Pixabay-Navigating-Change-By-Debra-Haven.jpg7701280Susan Harperhttps://www.innovativeleadershipinstitute.com/wp-content/uploads/2022/03/ILI-Anniversary-Logo.pngSusan Harper2020-11-30 13:32:352024-11-27 13:54:17Leading Through Change: A Military Perspective
This blog is provided by Lisa Gable, CEO of FARE, Food Allergy Research Education as a companion to her podcast Managing Inflection Points.
Having worked through many times of significant global change, most notably the dot.com bust and 9/11, I quickly learned the importance of being agile in my professional and personal life. I had to “zig and zag” while maintaining a positive outward face in business, while building a home environment based on readiness and resilience.
For those of us who are not experiencing our first inflection point (aka the Covid-19 crisis), we have the advantage of a lifetime of managing and surviving stressful situations. By your early 50s, there is a higher likelihood that you will have suffered a few life altering events and have managed through booms, busts, and heartbreaks.
I’ve seen probably more than my fair share of inflection points in history, including with my time at the Reagan Defense Department during the final days of the Cold War. And, when I joined FARE back in 2018, I inadvertently created an inflection point for the organization. My remit was to restructure the organization and drive philanthropic and industry investment to help fund new therapies and diagnostics.
If Covid-19 is the first time you are confronting an inflection point, don’t worry – there is time to more fully develop very specific resilience and coping skills. In the meantime, here is some advice for budding and senior managers during this crisis and others that will inevitably follow:
Offer mentorship and coaching and consider what you can do to help alleviate the unique stressors of Covid-19.
Work to balance the needs of business against people’s fears. Be human and approachable. Share your own story in a manner that is comfortable for you so that you can take part in open dialogue.
Encourage co-workers not to hide their challenges, but to share them. Challenges may that remain tucked away can negatively impact the ability of peers to meet their goals, including thriving personally through the inflection point. Awareness of a unique situation become points of information for creating systems and tools.
Foster a culture of collaboration which transparently recognizes barriers and encourages teammates to work together to build a path forward which works for the team.
Realize that everyone will hit a mental wall at some point – even you. Even the strongest employee will eventually become overwhelmed. Be prepared for the moment and provide a safe environment for the individual to take a mental health break for a few hours, the afternoon, or a day.
Take your vacation and encourage others to schedule theirs, also. Burn out is real and renewal is required to meet the uncertainty that is still to come.
The point about inflection points is – you just don’t know when they will arise. They just happen. To everyone. So, to be prepared means you are a better prepared manager, colleague, friend, and parent.
About the Author
Lisa Gable is CEO of FARE, Food Allergy Research Education, the largest private funder of food allergy research advocating on behalf of the 32 million Americans living with potentially life-threatening food allergies. Lisa passion, expertise, and fearless workstyle have propelled her to achieve the titles of CEO, US Ambassador, UN Delegate, Chairman of the Board, and advisor to Presidents, Governors, and CEOs of Fortune 500 and CPG Companies worldwide.
Photo by Andrea Piacquadio
https://www.innovativeleadershipinstitute.com/wp-content/uploads/2020/08/Canva-Inflection-Point-by-Lisa-Gable.jpg10671600Susan Harperhttps://www.innovativeleadershipinstitute.com/wp-content/uploads/2022/03/ILI-Anniversary-Logo.pngSusan Harper2020-08-10 13:40:242024-02-22 12:04:26Nimbly Moving Through the Next Inflection Point
