Following on from my last post about silence, this week I’m sharing my thoughts about standards.
One of the most beautiful parts of this period of time, has been the space.
The space to pause and ponder.
The quick fix or return back to a world of normality didn’t happen.
As a result of this, we’ve been forced to grapple with what life is and what we knew it to be.
Here though, lies the opportunity.
An opportunity to assess and explore many things including standards.
For years (centuries even), organisations and institutions have had the main say on what standards are expected or what standards should look like.
However, during this period of time, a shift has begun to take place.
A standard is:
- something used as a measure, norm, or model in comparative evaluations.
- principles of conduct informed by notions of honour and decency
For so long, many organisations have resisted the option to allow people to work from home.
Many of those same organisations have dragged their heels over introducing a flexible working policy.
Yet, both have happened at a super fast speed.
Meeting after meeting would typically fill many peoples days, five days a week.
Now, whilst meetings still take place (via zoom or teams or other platforms), there’s a general acceptance that it’s not good or helpful to have employees looking at screens for eight hours a day.
A shift in control has had to happen.
Organisations and employees have found themselves in survival mode.
Adapt to whatever the situation is or we don’t survive.
But, the standard operating manual and procedures have been ripped up.
They’re no longer fit for purpose.
If organisations are to survive then new standards have to be created and established.
Only this time with employees and not like in the past, for employees.
Individual standards (of performance)
If the last 16 weeks have taught us anything, it’s this.
We know exactly what works best for us in terms of;
- working hours
- flow times of day (when we’re most creative versus getting stuff done)
- working environment
- manager support
- team interaction
People can tell you when and what parts of the day that they are most productive (flow states).
Consequently they can tell you whether or not the traditional working office is conducive to creating the best results for them.
In terms of support, manager and team, people have got on with it and will have naturally found their own way.
So let’s not be in a rush to get back to the old standards.
I believe one the best things leaders in organisations can do right now is to listen.
Give your people a good listening to.
Until next time, stay safe and big love x
*Note to self is a collection of thoughts that I’m sharing during this time to help me make sense of now.*
You can find all my Notes to self here.
Commit one percent of your day (14.4 minutes) and see what happens…