Leading People Who Won’t Turn Their Camera On (#245)
The Confident Leader
BOOST YOUR LEADERSHIP IN UNCERTAIN TIMES
I was talking with a firm’s managing partner who said, “Robin, I feel like I’m chasing shadows.” His top associates had gone dark—working from home, cameras off, and “not available” without warning. Leaders across the country are wondering, “Where has my team gone?”
“The single biggest problem in communication is the illusion that it has taken place.” – George Bernard Shaw
This Week’s Edition
A recent Gallup study found only 3 in 10 employees are “engaged” at work. Is the new way we are working…working?
Clarify Your Thinking
In this week’s coaching session, a partner at a top-tier firm vented: “I haven’t seen my associate on camera in weeks. I’m guessing she’s working, but I don’t know on what—and I sure can’t plan around her.”
This isn’t just a one-off. Across many companies, leaders are sharing the same experience with me: their teams are increasingly unavailable, slow to respond, and seemingly disengaged during virtual calls.
What once was a brief hallway update has transformed into five Slack messages, a Zoom call without video, and a guessing game about when (or if) there will be a follow-up.
This isn’t just frustrating, it’s operationally dangerous. Your reputation depends on your client experience. Chances are good you’ve set a high standard that your client now expects as standard.
This standard may be at risk if you are experiencing communication breakdowns and slow handoffs that lead you to question your team. Your trust in them may be wavering. If left unaddressed, this often adds more work to your already heavy workload.
If you’re thinking, “I can’t rely on them,” then your actions will follow suit—micromanagement, frustration, and the instinct to just do it yourself. However, that mindset only reinforces the problem.
Old Thinking:
I shouldn’t have to chase down my team. They should know what’s expected and simply do it. I feel my face reddening at the mere thought of my team’s behavior.
New Thinking:
It’s my responsibility to clarify expectations and reinforce our standards. I want to confront the fear of having that conversation.
Thoughts Lead to Actions
You might be wondering, “Is this the new normal?” The answer is…it might be! In the eyes of some, flexibility is no longer a perk; it’s expected.
While we may not be able to return to old ways, we can establish new norms.
Leaders who communicate effectively establish the foundation for genuine accountability.
As the leader in the modern era, you bear the responsibility of constructing the bridge between the team’s demand for autonomy and accountability.
Focusing on “flexibility” as the problem is a losing proposition. Instead, concentrate on clarity of expectations.
Here are three steps to rebuild the team you want to lead:
1. Redefine Norms
- Set expectations. Be clear about those things your team needs to do.
- As an example regarding responsiveness and visibility, it could be as simple as: “Camera on for key meetings,” or “Respond within 24 hours on high-priority matters.”
- These aren’t rules; they’re new agreements with your team.
2. Design Shared Checkpoints
- Instead of micromanaging, create structured moments of connection.
- For example, a 10-minute weekly sync with cameras on or when everyone is in the office.
3. Lead the Shift
- If you want team members to show up differently, show them what “different” looks like.
- Be present. Be available. Be clear.
- Invite them to match that energy.
Create the team you aspire to lead. Release your frustration. Take charge as the leader.
Lead them with clear communication regarding the expectations. Provide context. Explain to them why the expectations are the expectations.
Resist the fear of people leaving. Some may. Replace them with others who are eager to join the team under the new norms.
By the way, effective leaders don’t just expect engagement; they model and request it.
Boost Your Performance
What’s Your Opinion?
How are your team’s communication norms helping—or hurting—your progress? Share it with me at robin.pou@robinpou.com.
If you are going to be a leader, you might as well be a good one. Don’t let doubt count you out. Have a confident week!
Robin Pou, Chief Advisor and Strategist
We live to make bad leadership extinct so forward this newsletter to others who strive to be confident leaders.
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What is “The Confident Leader”?
During the Covid-19 Pandemic, I began a video series called “Panic or Plan?” It was designed to equip leaders to navigate the doubt they experienced and to rise in the confidence they needed to lead during turbulent times. It took off. I then started this newsletter to equip leaders in the same fashion each week for the doubt that crashes across the bow of their leaderSHIP.
