• by Beverly Weinstein , April 14, 2009

I've dealt out a lot of advice for the victims of lay-offs but times can be tough for senior managers left with the task of keeping morale high in the aftermath of a wave of lay-offs too. Many find themselves with anxious or even traumatized staffs and, in this environment, leadership skills have never been more important. For some insights into how to answer leadership challenges, I turned to Dr. Gary Schuman, President of New York based CDL Consulting, who works with senior executives at several of the major media companies.

Survivors Guilt:

Schuman pointed out that even though someone has been fortunate enough to keep his or her job when coworkers and friends have been caught in lay-offs, survivor's guilt is not un-common. It's critical for managers to consciously take actions that lower the anxiety level. "These are time when leaders have to lead," said Schuman. "It's very tempting right now to keep your head down, but if most people in your company have their head in the sand, picking your head up is a smart move and it's the right thing to do."

Be Visible: Managing by Walking Around

"This may sound trite, but management by walking around is important. This is a time when leaders need to be very visible." Schuman added, "A leader should make it a point to connect personally with each of his or her staff members. Try randomly dropping by someone's office for a cup of coffee or just to talk. Ask them what they're working on. See if there's anything you can do to help them. Let them know you're there for them and do something that let's them know their contribution matters."

Schuman went a step further by suggesting that if you're at a very senior level, you might initiate a skip level listening tour. "Consider reaching down one or two levels. Try to find out what people are feeling and what may be getting in their way of doing their best work. This can be very powerful. I've seen organizations do this and if done sincerely, it works brilliantly"

Have Regular Staff Meeting, Find Time To Have Fun

Mangers should set up full staff meetings on a regular basis, advised Schuman. "Make sure your meetings are substantive and strategic. Talk about issues and not just report outs. Invite staff to brainstorm ideas that help them relieve some of the job stress. I would also try to doing something special or fun with the group and if there's a reason to have a celebration and it feels authentic, do it."

It's important to do things to make people feel they belong again. It helps create a sense of stability in the group.

Talk About the Recent Downsizing

Consider putting the issue of your recent downsizing on the table at one of your staff meetings. It's probably there anyway as the elephant in the room. "It's a sign of courage to open that conversation," Schuman said. "If you're worried it will be clumsy, consider getting some coaching for HR or better still, invite them into the meeting to help facilitate.

Watch for more questions and answers on effective leadership from Gary Schuman in coming weeks.