I am a student of people. I have been so fortunate to observe and support hundreds of community leaders over the 11 years. Most of that was spent with the Urban Sustainability Directors Network, an innovative group of some of the most thoughtful and passionate leaders in local government.
Over the course of my time with USDN, I helped coordinate or facilitate over 150 strategy-setting meetings. As a remote organization, these meetings started out as conference calls, then layered in an occasional one-day retreat, before finally realizing the full potential of video conferencing during the COVID era.
Reflecting back on this evolution offers some ideas about how to nurture a variety of leadership styles in a virtual environment. As an introvert finding her own leadership voice over these years, this question was personal and relevant to me.
1 – Help Participants Prepare:
People do their best work when they are ready for the conversation. Everyone benefits from a clear agenda that is grounded in explicit goals for the meeting. Busy people benefit from having lots of time to review materials in advance. (One week is my gold standard.) Introverts or new additions benefit from seeing discussion prompts with time to gather their thoughts into words.
2 – Encourage Quiet Voices to Speak Up:
Meeting facilitators must make space for people who aren’t already active in the conversation. Be sure to call someone in, not call them out for not engaging in the way you want them to. Also encourage the loudest voice to make space for others.
3 – Use Structures that Welcome All Voices:
Calling people in is not enough though. Meeting design needs to be inclusive of many different learning styles and leadership styles. Build in time for silent reflection, before launching the group discussion. In a virtual space, leverage your tools! Utilize breakout groups and the chat feature to give people alternatives to elbowing into a loud group conversation. And most importantly, right-size your agenda, so you have space these things, rather than hurrying people along. Don’t sacrifice inclusivity in the name of productivity.
4 – Demonstrate that You Are Listening:
Act on what they tell you! It doesn’t take long to doubt your role in a group if your suggestions are not recorded in the notes, not mentioned in future discussions, and not acted on after the meeting. Even if the idea isn’t moving forward, naming the reasons why helps recognize the person’s contributions.
5 – Demonstrate that You Care:
Beyond that, show that you value people as they are. Build relationships with them. Learn when and how they want to engage, and design meetings that allow them to flourish. Actively resolve any conflicts that arise over time. And always honor and remember that they have a life and context outside the meeting (even if they aren’t comfortable telling you about it).
I have had deep connections with so many inspirational leaders over the years. It has been a privilege to see them grow and thrive in their professional lives, particularly when they lead with their true and authentic selves. When a diverse group of leaders both pushes and supports one another, anything is possible.
Mia L. Arter Consulting 