It’s the beginning of June, and most businesses have received government permission to open up after ten weeks of lockdown. For some, it will be the first full week back at the office, for others that happened a few weeks ago, and for some working from home remains the norm. There is an optimistic buzz on the roads as we pick up the vibes of what we know to be our normal working day.

Since the start of the lockdown, we’ve been overloaded with an abundance of expert opinions on why we can’t and won’t go back to the old way of working. We may agree with some of these views, while we won’t consider others because we can’t begin to imagine the working world operating in this new dimension. Regardless of how challenging it will be, you have to embrace finding a new normal for your team, and your business.

But what is this new normal everybody keeps referring to? On its own, the term is a contradiction as something new cannot be normal. It can be unique, novel, exciting, different, or transformational, but not normal. The biggest mistake leaders can make now is to go back into their businesses thinking that by tweaking one or two procedures, and being open to flexible home-office working, virtual teams, and digital customer support, that they’ve done what’s needed to be this ‘new normal’. But that’s not how it works! To use an analogy, you cannot edit an existing painting with a few paintbrush strokes, hoping to give it an entirely new look. You have to be courageous to put that painting aside, fetch a brand new canvas, and start creating a new work of art. The same applies in your business. Don’t return to work thinking that by rewriting your procedures, or being more digitally savvy you’ve done enough. This way of thinking will be a quick-x solution, but one that won’t see you through the next year.

As a leader, you have to make four radical mindset shifts:

1. Become a human strategist.

This means being a leader with heart, compassion, empathy, and emotion. By sharing a part of your own life, emotions, fears, needs, and vulnerability you will help your team to trust and respect you as a role model. Then it’s about striking the balance between bringing in direction, focus, and setting the path for the future.

2. Collectively assess and question every procedure and policy.

Encourage the team to critically consider whether certain procedures and policies are necessary. Ask them to question whether it is needed, whether it serves any purpose, whether it can be done differently, and – most importantly – whether it can be simplified. Consider the KISS principle (Keep It Short and Simple).

3. Embrace the shift to increased digital working.

This way of working is something your employees and customers are used to now, and most even prefer it. Make sure that you have the necessary resources and training available on how to become efficient and skilled digital workers.

4. Say goodbye to 9 to 5 working hours.

Instead, say hello to the flexibility to work anywhere and at any time. Start to measure output, and value the person’s contribution rather than their physical hours in an office or time spent on a task.

I understand that some of these shifts might be easier than others. Make small adjustments and lean on your team for input and guidance. You don’t have to do this alone, and nobody is expecting you to.