november 29

Når fællesskabet bliver ufrivilligt digitalt

169  kommentarer

Det kræver en større indsats ift nærvær og inddragelse for at skabe et godt fællesskab, når møderne er digitale. Men det er muligt ved at følge nogle klare anvisninger. Det hele starter med en kartoffel! Dette er 8. essay ud af 10 om de nye fælleskaber.

Af Emilia van Hauen, Cand.scient.soc, HD(A), bestyrelsesmedlem

Hvad er ligheden mellem en chef og en kartoffel?

Før corona gav denne sætning ikke lige så meget mening, som den gør i dag. For Rachele Clegg blev verdenskendt, da hun skrev følgende på twitter under den første corona-nedlukning:

”Min chef forvandlede sig selv til en kartoffel under vores Microsoft Teams-møde og kunne ikke finde ud af, hvordan man slog den indstilling fra, så hun sad fast sådan her under hele mødet.” Over teksten var et billede af Rachele, en mandlig kollega og en kartoffel med chefens mund og øjne. Dagen efter fulgte hun det op med dette tweet:
”De gode nyheder er, at min boss, Lizet Ocampo, ikke vil fyre mig i morgen. Vores team griner stadig af det med alle jer. BLIV FORPLANTET DERHJEMME & velkommen til min kartoffelboss.”
Og som kom der dette svar på tweetet:
”I yam potato boss (kan ikke oversættes direkte, for yams er en sød kartoffel). I yam glad, at dette får folk til at grine i disse tider. Please bliv forplantet derhjemme og sikre! For flere nødvendige grin, følg min favoritkomiker…. Potato out. #PotataBoss.”

Den perfekte leder i en digital verden
Ocampos reaktion på situationen kunne ikke være mere perfekt på alle niveauer. For det første har hun åbenbart skabt et så nært og tillidsfuldt forhold til sine medarbejdere, og er selv så u-selvhøjtidelig, at de tør bruge hende til et oplagt grin. Efterfølgende bruger de situationen til at komme tættere på hinanden ved at grine af nettets reaktioner sammen. Så kommer de næste tweets, der viser, at de ikke kun bruger situationen til at grine, men også opfordre til at passe på hinanden i corona-tiden, og viser dermed et socialt ansvar. Og til sidst viser chefen så stort et overskud, at hun ikke alene gør grin med sig selv; hun deler generøst sin ynglings-komikers navn og bruger dermed sin (nye verdensomspændende) indflydelse til at hjælpe andre frem. Den røde sløjfe omkring hele denne pakke er, at hun har formået at tilpasse sig situationen, hvor møder blev digitale og fællesskabet skulle skabes på nye præmisser.

Voila: Det perfekte eksempel på en leder, der vil klare sig godt i fremtiden, fordi hun spejler en lang række af de værdier, som fremtidens ledere skal have.

Og den slags får vi nemlig brug for mange flere af i de kommende år, for selvom vaccinen siges at være nær, så har COVID-19 givet os en forsmag på, hvordan vi hver især (og især ledere) fremover skal være hurtige og dygtige til at reagere på nye vilkår, der griber direkte ind i vores hverdag.

At forsamles digitalt – når det ikke er et frivilligt valg
For at kunne skabe en relation kræves nærvær og tillid, og det er noget af det sværeste at opbygge, når vi kun kan se og høre gennem en skærm, men ikke fornemme, sanse, interagere og bruge vores krop og fælles omgivelser til at skabe et fælles rum. Samlet set er emotionel energi det, som i virkeligheden skaber følelsen af at tilhøre et fællesskab, og det ved sociologen Randall Collins noget om, for det er ham der står bag den kendte teori om, at menneskeligt velvære og sammenhængskraft først og fremmest skabes gennem fysisk samvær. Han har været ude og advare om, at konsekvenserne af corona-tiltagene vedr. social distance, kan blive værre end følgerne af corona selv.

Hans interaktionsritual teori handler om hvordan man skaber en fælles opbrusen, der medfører at man opnår gruppesolidaritet og en fælles emotionel energi, ofte via gruppesymboler og ens moralske standarder. Hvilket jo er det, som de fleste ønsker at opleve i et fællesskab, og især på en arbejdsplads, for det skaber de bedste forudsætninger for at skabe et godt arbejdsmiljø og dermed den mest produktive arbejdsplads.

For at kunne opnå denne fællesskabsfølelse, kræver det imidlertid – ifølge Collings – at man 1. mødes fysisk og skaber en forsamling, hvor man 2. enten fysisk eller adfærdsmæssigt skaber en barriere til andre/fremmede, og hvor man 3. har et fælles fokus og dermed også kan skabe en fælles stemning. Og når man kun kan mødes digitalt, bliver det ifølge ham en umulighed at opnå denne samklang.

Men heldigvis er der lavet en masse forskning der viser, at det faktisk er muligt at skabe denne samhørighedsfølelse, hvilket jeg selv oplevede sidste weekend, hvor vi var et netværk på 17 mennesker, der holdt en både sjov, rørende, interessant og meget nærværende julefrokost over zoom. Så jo, det kan nemlig godt lade sig gøre, hvis man blot følger nogle enkle adfærdsregler. Også selvom det fysiske møde er vores arts udgangspunkt for at skabe tillid, fortrolighed og nærvær, så vi kan arbejde bedst sammen. Det vigtigste at være obs i alle de kommende råd er, at (møde)lederen altid, altid, altid skal gå forrest og være super skarp på at rammesætte møderne, tonen, adfærden og især være obs på at inddrage alle løbende; også de, der ikke inddrager sig selv.

Gør det fysiske digitalt: 4 vigtigste ting at gøre, når man holder digitale møder
* Alles fysiske space er individuelt, men på skærmen er det fælles, så start mødet med at invitere indenfor hvor hver enkelt man sidder, der giver en følelse af at dele et fælles space.
* Brug tid på at skabe tillid, nærvær, socialitet og fortrolighed ved at smalltalke lidt i starten og slutningen af mødet. Spørg direkte ind til hvordan alle har det, så alle ved hvor hinanden er. Vores aflæsning gennem vores sanser er meget svagere via det digitale, så vi modtager meget færre signaler og budskaber hos de andre deltagere; derfor må der tales mere.
* Fælles fokus: Vær meget eksplicit på, hvad mødet går ud på, og hvilke regler der gælder. Fx: Alle der vil sige noget, rejser hånden eller skriver inde i chatten. Mødelederen sørger for at spørge alle, inden man går videre til næste punkt.
* Inddrag alle løbende, så der kan opstå samklang. Opsummer gerne undervejs, da det nogle gange kan være svært at holde fokus.

Er der noget jeg kan hjælpe dig med?
Tina Buch Olsson, chefkonsulent hos Dansk Erhverv og ansvarlig for deres kurser, var hurtig til at lave en digital omstilling, da Danmark lukkede ned i marts. Hun har siden afholdt masser af kurser, møder og konferencer digitalt, og har disse gode råd til at skabe fællesskab digitalt:

  • Lederen har et særligt ansvar til at gå forrest og gøre nedenstående punkter, samt opfordre medarbejderne til at gøre det samme
  • Svar tilbage på mails, når dine kollegaer skriver til dig. Også på mails vi sædvanligvis ikke synes vi behøver at svare på- Når vi er på afstand er det vigtigere end når vi sidder i nærheden af hinanden på kontoret. Tænk også over at ringe i stedet for at maile.
  • Tillid er vigtigt – også på distancen. Vær åben om det der er svært og søg hjælp hos kollegaerne og husk at stille spørgsmålet ”Er der noget jeg kan hjælpe dig med?”
  • On-line møder er velegnede til at være effektive og ”lige-til-sagen”. Og det kan være nemt at trække sig lidt i baggrunden. Kom på banen og deltag i dialogen. Husk også det personlige og at stille spørgsmålet ”Hvordan har du det?”
  • Vær obs på, at der er forskel på, hvor meget man savner fællesskabet og den daglige kontakt ved kaffemaskinen. Nogle trives godt med at arbejde hjemme og for nogle har det skabt mistrivsel at være adskilt. Hvis du er leder, så lav en kort analyse af dine egne medarbejdere og læg en plan så alle bliver mødt. Også ift motivation, sparring osv.

Det vigtigste er dog, ifølge Buch Olsson, at ledelsen ikke gætter på, hvad der er den rigtige opskrift. Tværtimod skal ledelsen sørge for at involvere medarbejderne i den dialog og sammen med dem finde frem til det gode digitale fællesskab. Og at vi på den rejse både holder fast i at vi som mennesker har brug for at møde hinanden face-to-face engang imellem, og at vi samtidig tør udfordre vanetænkningen om opskriften på det gode fællesskab.

De internationale retningsregler
Charlotte Bøie er senior relations specialist i UNICEF, og har mange digitale møder hver uge med folk fra hele verden. Hun bemærker, at man skal være ekstra obs på det personlige, når man har møder med folk fra hele verden og giver her fire gode råd til, hvordan man skaber det bedste digitale fællesskab på tværs af grænser:

  • Kollegaer: Der er altid en smalltalk, inden vi går til agendaen. Ligesom man ville gøre i et fysisk møde. Man refererer til noget, som den anden talte om sidste gang. Og som minimum spørger man altid: Are your family still safe? For at skabe nærværsfølelse og vise, at man har omsorg for hinanden. Det bløder stemningen op og man får den anerkendende rapport hos hinanden, som gør, at man kan tale om alle slags emner, uden at det bliver fremmed eller akavet.
  • Samarbejdspartner: Her spørger man altid også ind til hvordan det går hos den anden. Man trækker den situation man er i derhjemme/på kontoret med ind i samtalen, for at gøre den mere personlig og nærværende. Man forsøger altså ikke at skjule, hvis der fx uventet kommer en kat ind i værelset (som det fx skete i dag til et af mine møder). Formålet er selvfølgelig at skabe tillid og fortrolighed, så man bedre kan forhandle om de ting, man nu skal forhandle om.
  • Leder for sin gruppe: Altid smalltalk i starten af mødet, så alle tjekker ind på hinanden. Lederen skal tage sit mødelederansvar meget på sig, og hele tiden sørge for at have alle med. Også spørge ind til alle under en drøftelse, og ikke bare regne med, at folk siger noget af sig selv. Man taler ikke i munden på hinanden og så kan man ”raise hand” eller skrive i chatten, og det er naturligvis afgørende, at lederen sørger for at følge op på det.
  • Super vigtigt: Når man afslutter siger man ikke bare ”hej hej!” og går ud af mødet. Alle har i starten af mødet mutet deres mikrofon og har den kun tændt, når man siger noget til hele gruppen, men når den officielle del af mødet er slut, unmuter alle deres mikrofon og så kan alle sige: ”Hej, hej – tak for i dag!” og man vinker. Med andre ord: Det er vigtigt at lederen laver en praksis, hvor alle siger ordentligt goddag og farvel til hinanden.
  • Leder til en enkelt medarbejder: I dag sagde min leder til mig, at hun havde brug for at gå en tur mens vi talte, for hun var træt af alle de digitale møder. Og det var meget befriende at hun gjorde det, for så giver hun også indirekte mig lov til at gøre det samme. Hun gør det altså legalt med den adfærd, uden at det tager det professionelle eller det seriøse eller fokus væk fra opgaven.

Æstetikken bestemmer

Som det sidste vil jeg gå tilbage til essayets start og kartoffelproblematikken.

Aldrig har vi nemlig set så mange bogreoler og børneværelser i baggrunden og pludselige ben i underbukser og hårmåner i billedet. Med andre ord – vær obs på æstetikken! Æstetik handler nemlig ikke kun om overfladisk forskønnelse; det er benhård kommunikation. Derfor er det vigtigt at tænke over, hvilken baggrund man vil have afhængig af mødets karakter og deltagere: Skal kunden virkelig inviteres med ind i ens morgenrodede køkken, eller er det netop givende, at man kan se hele børneflokken i baggrunden på reolen. Vores fremtoning er også vores budskab og det trækker enten fra eller lægger til ift ens egen gennemslagskraft, troværdighed og evne til at være med til at skabe et godt digitalt fællesskab, fordi man viser, at man tager det alvorligt.

Essay bragt i Børsen 29.11.20


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