The election on November 5 isn’t a one-and-done decision — it’s a turning point for leadership. No matter the outcome, its ripple effects will reshape emotions, relationships and performance in the workplace. Employees will carry their hopes, frustrations and anxieties into meetings and team dynamics, affecting morale and productivity.
While business doesn’t pause for politics, leaders who ignore this shift risk being caught off guard. The best leaders see this moment as an opportunity to build more resilient, human-centered teams. Here’s how Dr. Christie Smith, an expert in organizational strategy and co-author of ESSENTIAL: How Distributed Teams, Generative AI, and Global Shifts are Creating a New Human-Powered Leadership says you can “electionproof” your leadership in four steps:
1. Shift Your Mindset: Meet People Where They Are: Your workforce is more than just a set of skills – they’re navigating real-world burdens and uncertainties. Ignoring the personal impact of this historic election isn’t just poor leadership – it’s a missed opportunity to build trust. Ask a simple question: How are you? and listen. A UKG study shows that nearly 70% of people say their manager has more impact on their mental health than their therapist or doctor. Leaders who create space for their employees’ concerns can build stronger emotional connections and higher loyalty.
2. Anchor Teams in Purpose When Everything Else Shifts: When the ground shifts, purpose becomes the anchor. More than half of U.S. employees would take a pay cut to work at a company that shares their values, and aligning employees with a clear mission boost both engagement and profitability. A clear, personal connection to purpose helps teams stay focused and motivated, no matter the external chaos.
3. Model Civil Discourse – Not Avoidance: It’s not about managing divisive conversations – it’s about modeling respectful disagreement. 56% of consumers believe transparency is one of a brand’s most attractive qualities, and it’s no different inside organizations. Leaders who engage thoughtfully and model civil discourse foster psychological safety, which is essential for high-performing teams.
4. Trust Your People, Especially When the Ground Shifts: In times of disruption, the instinct might be to seize control – but great leaders know when to let go. Teams trusted to act with autonomy are more agile, adaptive, and productive, which is exactly what’s needed in uncertain times. Trying to micromanage in moments of volatility will always backfire.
In the book, co-author Christie Smith, Ph.D. offers a radical and necessary perspective on management transformation, emphasizing the importance of human-centered leadership in meeting the full potential of the technology age.
Dr. Christie Smith has more than 35 years of experience advising the C-Suite of Fortune 500 companies. She has held global leadership positions at Deloitte, Apple and Accenture as a highly respected expert in leadership, talent management, organizational design, workforce management, change management and executive team performance. Smith led the Global Talent & Organization consulting practice at Accenture. As managing principle of Deloitte Consulting, she was responsible for the West Region Consulting practice and the development of the Deloitte University Centers for Inclusion and Community Impact. Her leadership in Inclusion and Diversity at Apple was integral to the growth, development and representation of female and underrepresented groups internally as well as in product and retail solutions.
