What is your gap plan
Taking my own advice from last week’s email and re-installing my routine to keep me sustained and functioning I walked to work for the first time in a while. Now often this walk involves me listening to cheesy pop music as anyone who checked out the Spotify playlist I made for you will ascertain. This week though I listened to another of Brené Brown's podcasts. I was drawn in by the subtitle 'collective weariness. The podcast had a great idea for how you can check in with your teams to help sustain them (and you) for the weeks and months to come. So all credit to Brené Brown and this podcast for the ideas and inspiration for this week. The podcast is 26 minutes and has way more other ideas than this one.
You've been at what you've been at in response to COVID-19 for a few weeks now. The initial burst of energy and excitement has got you through so far. The adrenaline surge has kept you up and going. Now it's a different phase, the adrenaline rush has done its thing and there is still work to do. This is the moment to be thoughtful and planned about 'what next. Not only what is next, but also how you are going to approach it.
Brené Brown describes a tool her family uses - called the gap plan. While listening I figured this was adaptable to how you work with your teams and peers.
You need to start by drawing up who your teams are. These could be the peers that support and mentor you and work in similar roles. It might be the team you lead. You could make this a suggestion to the team you are in, regardless of whether you are the manager or official 'leader'. You deicide. It's a worthwhile exercise as this is pretty much drawing up your work bubbles.
There need to be magical elements of trust and psychological safety in these groups. Now the superpowers at play here can't be developed overnight, they are though essential, so if these aren't there with your team, now is certainly the time to grapple with creating them.
Next step - name where you are at. This means in terms of where your energy and mind is at right now. I'd give myself about 60% right now, but first thing this morning it was nearer to 25%. I don't have to explain too much - you get the picture of what I've got in the tank right now. I'm not judging myself with either of these figures, they are data to tell me something.
Next step - Where is the team at? Each person calls out their percentage - where they are at right now. Again, no judgement or explanation is needed.
Then you have each person's state plus your overall team figure. You see you don't all need to be firing on all cylinders at 100% for the team to function. You do though need a plan to support, manage and create what your team need to deliver. This means everyone taking accountability for the plan.
The plans you make to address the individual and team gap are yours to work out. This is going to depend on the number of people, the work you need to do and a multitude of other factors. The team are then also there to check-in and create the space for anyone who needs to boost their individual score.
I mentioned I was around 25% this morning - the walk and fresh air, followed by breakfast and sometimes sitting reading brought me up to where I'm at now. Have a set of what you know works in a place that you and your team sign up for. Those key factors keep us functioning. Sleep, movement, good food. These last few weeks have seen me alter what I normally eat - and not for the better, plus take less exercise - and I know that's affecting that score of mine. Start from these foundations and build what you all need. Is it time to laugh and bring more humour into the day or up to how you say thank you to each other? Or tougher conversations around how you say sorry for slipped behaviours. Down to the practical aspects of who does what piece of work.
In summary then:-
Create a way to check in with those you work with
Name the gap
Have a plan and hold yourself and your team to account for delivering the plan
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