What Back-to-School Season Can Teach Us About Leadership

Every August, millions of families go through a significant transition.

Children return to classrooms.

Transportation schedules change.

Childcare arrangements shift.

Parents adjust their mornings, evenings, work schedules, budgets, and routines.

And then many of those parents walk into work and are expected to operate as though nothing else has changed.

That makes back-to-school season more than a family conversation.

It is a leadership conversation.

Relief for Some. Pressure for Others.

For some working parents, school returning creates much-needed structure.

For others, the beginning of the school year introduces additional stress.

There may be financial pressure from school supplies, clothes, fees, extracurricular activities, meals, and after-school care.

There may be logistical pressure from drop-offs, bus schedules, practices, homework, school events, and appointments.

And there may be emotional pressure.

A child struggling to make friends.

A teenager having a difficult transition.

A child who requires additional educational support.

Concerns about bullying.

A new school.

A new teacher.

A parent wondering whether this year will be better than the last.

These concerns do not disappear when the workday begins.

Leaders Often See the Behavior, Not the Context

This is where leadership can get complicated.

A manager may see:

An employee arriving later than usual.

Someone who seems distracted during a meeting.

A request to leave early.

A parent asking for temporary flexibility.

What the manager may not see is everything happening before that employee arrives at work.

Leadership requires us to be careful about the stories we create when we do not have all the information.

"She isn't focused."

"He isn't committed."

"They always have something going on."

Those conclusions can damage trust quickly.

There is another option.

Ask.

"Is everything okay?"

"How is the school transition going?"

"Is there anything we need to plan around this week?"

Simple questions can prevent unnecessary assumptions.

Empathy Does Not Mean Avoiding Accountability

This is important.

Supporting employees does not mean leaders stop having expectations.

Empathy and accountability are not opposites.

An employee can be navigating a difficult family situation and still be responsible for communicating.

A leader can provide flexibility and still expect commitments to be met.

A manager can acknowledge someone's circumstances and still have a necessary performance conversation.

The goal is not to eliminate standards.

The goal is to lead people without forgetting they are people.

Flexibility Is Not Always Complicated

Organizations sometimes hear the word "flexibility" and immediately think about major policy changes.

But flexibility can also be small.

Allowing someone to shift their hours temporarily.

Giving a parent time to attend an important school event.

Avoiding unnecessary meetings during common school drop-off times when possible.

Allowing an employee to communicate a scheduling issue without making them feel as though they have to prove their commitment to the organization.

Small decisions communicate culture.

Employees learn quickly whether the organization talks about supporting people or actually supports people when life happens.

Pay Attention to Transitions

Back-to-school season will pass.

Families will establish routines.

Schedules will settle.

But the leadership lesson remains.

People are constantly navigating transitions that may never appear on a work calendar.

A parent sending a child to school.

Someone caring for an aging parent.

A divorce.

A new baby.

A loss.

A health concern.

A financial challenge.

Leaders will not know everything their employees are carrying.

They do not need to.

But strong leaders create an environment where employees can communicate when something is affecting their ability to work without fearing that being human will immediately be interpreted as weakness or lack of commitment.

That is not lowering the bar.

That is leadership with awareness.

So during this back-to-school season, ask your employees how the transition is going.

Listen to the answer.

Keep expectations clear.

And remember that sometimes the person who appears slightly off their game is simply trying to find their footing in a new season.

Give them an opportunity to find it.

Latisha B. Russell

Latisha B. Russell LLC provides Leadership Coaching, Wellness Coaching, and Professional Development services for individuals and organizations. Learn more about how we support real leaders at every stage at latishabrussell.com.