Many leaders get to the top because they are very smart, technically skilled people, with broad experience and high levels of competence in their area of speciality.  In Japan, they often become the leader because they have been with the company for a certain number of years or have reached a certain age and stage. Scary thought that, isn’t it.  In our collective Covid-19 world, whether you are legend of your area speciality or just of a certain chronological age, the leadership skills we need today are going to be different from the “previous normal”.  Here are eight ninja skills to help us shine as capable leaders in lockdown.   Arouse in the other person an eager want Leaders want stuff and their bosses want stuff too.  That often means we are telling people what we want, how we want it and when we want it.  Reflect on this last week for you – does that summarise your monologue of late?  Leaders with better communication skills express desired outcomes in ways which resonate with the highest self interests of their team members. The team consequently  become willing disciples to carry out the required tasks, rather than galley slaves being whipped to ramming speed.   Become genuinely interested in other people The boss/staff divide usually means we don’t get into the detail of people’s personal lives.  But in this Covid-19 situation, we need to appreciate the staff member’s home work environment more and the limitations therein.  That is best done in a caring non manipulative manner that communicates “I am genuinely concerned about you and how you are doing”.   Be a good listener. Encourage others to talk about themselves Bosses have a lot they want done and can be spending all their on-line time telling people what the boss wants and consequently what they need to do.  Covid-19 is not a boss “free pass” to nag or micromanage the team.  Have you become a nag without knowing it?  Find out how people are doing and what their issues are, by letting them talk and then listen carefully.   Talk in terms of the other person’s interests This is similar to number one.  If we recorded your conversations and created a transcript, what would we find there?  A long list of things you want done and now?  Our teams are always much more interested in their own interests and so we need to frame what needs to be done in a way which resonates with their desired outcomes.  Are you doing this?   Show respect for the other person’s opinion. Never say “you’re wrong” In times of crisis, it is easy to slip into the uncompromising General Patton style of leadership,  “Do what I say”.  This military model works well in combat, but we are a scrappy people’s militia, conscripted to stay home to fight the virus.  We want to be heard, so don’t start bossing us around sunshine, by pulling rank and thinking your every decision is perfect.   Try honestly to see things from the other person’s point of view Diversity is trumpeted by companies as a good thing, except when something like Covod-19 hits and we want lockstep for the duration of the lockdown.   The team’s home situations can have tremendous diversity, so we cannot be forcing square pegs into round holes.  Different views have to be understood and why.  Are you doing that? Or are you continuing to crash through?     Begin with praise and honest appreciation We forget that our people are operating under stringent conditions at home, trying to wrestle their domestic situation into some format that allows them to work in a location never designed for it.  We might make the mistake of thinking that is what they are getting paid for or that this is their job.  That would be a very tone deaf leader for today’s work reality, I would say.  We need to appreciate that they are operating in ways never encountered before.  We should be praising people, instead of barking out commands.  Sounds simple right. Well, how much praise have you given your people this last week?   Ask questions instead of