How to empower effective leaders in times of crisis

Leadership opportunities provide another means of engaging employees. They also upskill your people at a time your organization needs it most. When developing leaders, it’s important to teach the value of self-awareness. 

Using behavioral data, you can objectively walk employees through their unique behavioral strengths and caution areas. Then, you can compare their behavioral makeup to others within the organization.

A 360 review can also work in a pinch if you have employees nearing their review.

You can even use a leadership rubric to assess an employee’s current leadership capacity. FABRIC is the leadership rubric that PI uses to inspire their organization:

Having self-awareness is critical to leading effectively. When you manage someone who’s similarly wired, the process is intuitive. You likely have the same communication style, and your direct report may enjoy your natural leadership style. But when you’re wired differently, friction can arise. Left unchecked, this can lead to disengagement.

The 2020 State of Talent Optimization report also shows that companies using tools to build employee self-awareness are more likely to be high-performers.

To facilitate honest, regular feedback between parties, encourage managers to hold a 1-on-1 meeting at least twice a month with each direct report. Given the current remote landscape, you might advocate for weekly meetings—or even more frequent ones than that.