Coronavirus has impacted us in innumerable ways: physical separation from our friends and loved ones, learning to teach (for those with kids), managing work and family in the same place, and even how to socialize virtually. For some, working from home is new; learning to manage new technologies to be connected while handling schedules at home. But this is not only learning to work remotely; it is learning to work remotely during a global crisis.

On the professional level, many questions are arising related to work: How to lead teams in times of crisis? What should be changed? How do we adapt as an organization? Is there a role for diversity, equity, and inclusion during the coronavirus? As a diversity, equity, and inclusion consultant, I have heard many concerns and questions related to equity or how to be more inclusive when we can’t even see each other.

During a time of crisis, it is more important than ever to demonstrate leadership values that will help your organization to not only survive but to make your organization stronger, wiser, and feeling proud of how it responded to COVID-19. Compassion and empathy are excellent leadership skills, but it is needed now more than ever. Leaders need to understand and come up with the best solutions for their teams, organizations, and their communities.

These are not normal times, so we can’t expect to conduct business as usual. We need to make adjustments to succeed. Be loyal and support your employees, and they will repay you with their own loyalty.

I am sharing some tips to navigate and make decisions during these times with your organization and teams. They are based on diversity, equity, and inclusion practices, and used by some of my clients and colleagues.

1. Stop bias and eliminate misinformation, racism, and xenophobia. More than ever, we need to be united. We are all in this together, our communities, cities, countries, the entire world is affected by the COVID-19, and we all have the same role in stopping spreading the virus: physical distancing. It doesn’t help to be divided, and we all can be change agents to help during this time of crisis. Let’s leave behind unhealthy perceptions, stereotyping, and racism. It doesn’t help to blame where the virus came from. It never helps to point out fingers, or blame others.

What can you do? If you see someone misleading information, make sure you correct it if you know the truth. Do not spread news that you are not sure it is real. Remember that this virus is called COVID-19 or novel coronavirus, not “Chinese virus,” which creates stigma and xenophobia against Asians.

2. Adjust goals during and post COVID-19. The lack of concentration and higher stress levels are the new norm, and it affects how we perform at work. It is essential to remember we are in a crisis, and we can’t expect business as usual. We need to adjust expectations with teams at all levels.

What can you do? Communicate with your team. Work together to revisit or make new work plans for the upcoming months. What are the tasks and projects that can wait for a few months? What is no longer needed? What deadlines can be moved to later this year? Can you talk to clients and other stakeholders to reach a consensus on any necessary changes?

3. Adjust communication and create new group norms for virtual work communication. The environment has changed to all virtual meetings and remote collaboration tools. This brings further questions on how to act in certain situations. There have been some hilarious/disastrous situations because people don’t know how to behave or expect.

What can you do? Create or update a new virtual communication policy to guide behavioral norms when using remote work tools such as videoconferences. Agree on certain norms: how do people ask for the mic, how to agree without needing to talk, or how to encourage participation from those who remain silent most of the time. Share information on how to run a great virtual meeting.

4. Make sure your team is well equipped with technology to work effectively from their homes. As simple as it may seem, you need to make sure your team members have the equipment they need to connect and work remotely: from a computer, internet connection, headphones, to office-like furniture. Having an adequate space with a table and chair to work is critical: bad posture can create body pains. Noisy environments can reduce the effectiveness of audio communication.

What can you do? Start by asking yourself if you have the right space to work. If so, please share what has worked for you with your colleagues. If you can, offer your employees the resources and equipment they need. Don’t hesitate to ask your employees about what they need to work effectively.

5. Be flexible with your employees’ needs. The coronavirus has created more challenges for certain people, especially for those with frontline jobs, those who have dependents. Can you offer a flexible schedule? Can you provide more PTO (paid time off) or other leave options?

What can you do? Revise the benefits and policies you have, put extra effort to include equity in your policies. Be creative, like CEO Dan Price, who solved a very difficult decision of laying off 20 percent of his company by asking his employees for help.

6. Invest in your organizational culture to broaden your impact. Even with physical distance, you can create the space to keep your team together and engaged. I love to see how some groups are getting very creative and have virtual gatherings that are fun and create more intimacy. Either by introducing family members or pets or things from their homes. Making your employees feel heard, welcome, and that they belong to the team is key to productivity and success. Not only are you helping your team members, but there are ripple effects when your team feels empowered and happy at work: their entire family and close relations benefit from it.

What can you do? If your company hasn’t had a virtual party/happy hour, or team building session, initiate one. There are plenty of ideas on how to make informal virtual gatherings. Choose the ones that adapt best and try. I’ve had a few virtual coffees and happy hours; they increase my energy and make me feel more connected!

These are just a few tips you can use to make your organization and teams more resilient through COVID-19. What has worked for you? Let me know how these tips and other ideas have worked for you. Let’s share and learn together.