Butler & Davis Consulting LLC

How Two Years of Uncertainty Transformed Workplace Leadership Roles

The world seemingly shut down in March 2020 when the pandemic finally spread here to the states, causing organizational leaders to scramble to move into virtual workspaces, cancel in-person events, and keep as many people fully employed as possible. And this was only the beginning.  This was followed by a spring of face masks and hand sanitizers, a summer of social justice protest, and a fall focused on a turbulent election and a domestic terrorist attack in the winter. And now it is 2022, which has seen its share of transformative events, from inflationary woes, to the invasion of Ukraine, to the overturn of Roe V Wade. Over the last two years, one would think we would have experienced enough history-making-moments.

 

 

As an organizational leader, you may wonder, “what does any of this have to do with my job?!” After all, we’ve always been taught to keep politics and social movements out of the office, and why would a C-suite executive need to make any statement about a social change completely out of their control?

 

 

That may have been true in business-as-usual times, but as we’ve learned over the past two years, we’re not getting back to business-as-usual any time soon. And we need to accept that and adapt accordingly. 

 

 

Our employees have made it quite clear that they expect more from us as leaders. Even with challenging economic times, 44 percent of employees plan to leave their current roles soon. What’s more, 2022’s onset of what professionals have called “quiet quitting” proves that employees are no longer willing to give up a proper work-life balance for a mediocre paycheck. 

 

 

Why are all of these changes happening so quickly in the workforce? One word that encompasses the experience of every individual, regardless of background, in the past two years – Trauma

 

 

Yes, because many of the events of the last two years were outside our control, which alters  our sense of connectedness, safety and efficacy. This change in perspective not only impacts how people feel about themselves, but how employees feel about their workplace, what they expect from employers, and how they will move forward in their career path. 

 

 

Because of these massive changes in society, we at Butler-Davis Consulting have developed a special education session called Trauma-Informed Leadership. Happening on September 28th – 29th, this session will help leaders around the country grasp the immense cultural shifts pertaining to employee expectations and learn how to effectively lead in a new normal. Those who attend our session will experience:

  • A personal assessment of their communication style, learning how they like to handle conflict and day-to-day communication needs in the workplace
  • How to work with other communication styles based on their own individual style and needs, and how to adjust their talk track with different colleagues
  • How to discuss traumatic events in the workplace, how trauma impacts their employees, and how to keep employees motivated and encouraged in uncertain times
  • How they can support their staff in achieving the organization’s overall mission and keep employees optimistic about the future
  • How to identify and turn around toxic workplace cultures in order to improve employee morale
  • Plus, continuing education credit is available for industry professionals in the social work field

To learn more about our session, head over to our registration page here. We can’t expect a return to business-as-usual anytime soon, but we can lead better through the trauma and uncontrollable societal changes. 



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