Page 46 - Investment Advisor September 2021

But after college, we were pulled back
to the old rhythm as we entered the
workforce. This was the first re-entry.
Suddenly, we were again being told
where to be from 8 a.m. to 5 p.m. five
days a week. Our ability to create our
own routine vanished.
The pandemic threw people back
into a period where they could con-
struct their own routines as they did in
their college years. Some thrived; oth-
ers failed. But now that re-entry to the
office is on the horizon, we again have
to face a transition like the one that hap-
pened after college.
If you want your firm’s re-entry peri-
od to go well, you need to understand Self-leadership begins with trust. The
how the pandemic has changed the way
people work and how they think about silver lining of the pandemic is that a
work. It may help you to think about
how you approached the shift from high deeper focus on trusting people to work
school to college, and then to your first
job after graduation. when no one is watching proved to be
When it comes down to it, though,
advisory firms should pay attention to exactly what most cultures needed.
four key areas.
ductive. Some might work best from sibility. But when those limitations are
4 WAYS THE PANDEMIC 5 a.m. to 9 a.m.; others might be most removed, as working from home did in
CHANGED WORK productive starting at 6 a.m. Employers the pandemic, people become more self-
If you want to keep your talented need to adjust to allowing work to hap- led. If you don’t, you likely fail. With no
employees, you must focus on what pen when it gets done best. Now that bosses or co-workers to force a routine,
matters to them. Most firms think this the pandemic has allowed workers to the most valuable employees in a firm
means compensation — and that is the determine their own routines, there is quickly become those who could lead
wrong place to begin. For employees, no going back. themselves and accomplish their work
work has become a matter of lifestyle with autonomy.
first and compensation second. 3. The workforce is divided. With these four changes in mind, firms
Here’s how that mindset shift will The pandemic and the return to the have to begin by implementing human
influence your firm and the way you office have shown a clear division of capital programs that emphasize self-
lead your return to the office. the workforce. In general, trading leadership. Executives need to learn it for
teams have already come back to the themselves, and then it must be taught to
1. Empathy is the new era of leadership. office to work together. Operations staff everyone else in the firm. This approach
Empathy is understanding where some- might have more flexibility to trade will not only ease re-entry into the office
one else is coming from and relating to off who comes into the office on what now, but will also further strengthen your
it. If you can’t make a connection beyond day. And advice professionals receive advisory firm’s culture for years to come.
business, making money and telling your 100% autonomy. Instead of forcing a full Self-leadership begins with trust. The
employees to show up when you say so, return to work, employers need to ask silver lining of the pandemic is that a
then you will have a hard time keeping “what does the job require?” and then deeper focus on trusting people to work
good people in the new era. make decisions about office flexibility. when no one is watching proved to be
exactly what most cultures needed.
2. Freedom is the new culture. 4. Self-leadership is on the rise.
The pandemic taught people what many This is one trend I could not be happier Angie Herbers is an independent consultant to
already knew: They have unique times to see. In traditional office environments, the advisory industry. She can be reached at Adobe Stock
during the day when they’re most pro- rules create accountability and respon- [email protected].

44 INVESTMENT ADVISOR SEPTEMBER 2021 | ThinkAdvisor.com