I am a massive fan of neuroplasticity. I know it’s an off-putting word, but hear me out. I did a webinar this week for the mighty BVNA, with many thousands of members who are our frontline care staff. Understandably, there’s a massive difference in your experience if you’ve been furloughed to if you’ve been holding that ‘thin green line’ as it were. You guys still working have had to pivot so fast, and your beloved job may look and feel nothing like your ‘old’ one by now. Distancing, cats collected from cars, PTS with owner sobbing in said car… horrendous.
Those on furlough may be suffering in a different way with a strange form of ‘survivor guilt’ (and watch out for a webinar I’m writing for SPVS as we speak on this subject). So when these ‘Two Tribes’ meet (yes I’m totally old enough to now be singing Frankie Goes to Hollywood in my head, sorry about that) there are going to be ripples. There just are. So much of team harmony and communication is built on trust and as soon as you mess with that by giving different team players vastly different experiences – it can’t help but lead to come bumps in the road.
So in this webinar I focused down on what can practically be done? What are people’s different forms of communication? I am an accredited Flow Consultant and so I always go back to brain types to see what stresses and strains a person is likely to be bearing because it’s different for everybody.
Dynamos – Really good at change, just less good at timing. Don’t ask them to be mapping out the day. The strain for these guys is that they’re fast, the enforced slowing down of just
how long everything is taking is likely to be driving the a little up the wall right now. Help them by controlling the flow and letting them work as fast as they are able.
Blaze – These are the people people. Whilst they’ll be loving the extra phone contact, the separation and lack of physical contact will be taking it’s toll in a big way. Help them by checking in with them and making sure they get to talk through anything worrying them, bottling up is a disaster.
Tempo – These guys hate unannounced change, hate things being unfair, and they are really kinesthetic processors. Watch out for your Tempo’s right now as they may be the ones closest to breaking point. Seriously consider how you can reward the ‘stayers’ without penalising the ‘returners’ as if these guys feel it’s not fair – watch out for the low key but deadly fireworks.
Steel – The ‘process over people’ mode we are in will be satisfying to these guys right now, but the stress comes when returners run the risk of breaking the beautiful systems these guys have just spent so long building. Help them by giving clear training to those teams coming back, and give a clear structure to the workflow that can’t be messed with.
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