Leading In Difficult Times

Whether your company is going through a business transformation or a major crisis, leaders need to lead. You often don’t see the change coming and may not be prepared. But when a crisis occurs, it’s time to unify your team and do what you can to help those around you with the difficult and important […]

The Thrive Global Community welcomes voices from many spheres on our open platform. We publish pieces as written by outside contributors with a wide range of opinions, which don’t necessarily reflect our own. Community stories are not commissioned by our editorial team and must meet our guidelines prior to being published.

Whether your company is going through a business transformation or a major crisis, leaders need to lead. You often don’t see the change coming and may not be prepared. But when a crisis occurs, it’s time to unify your team and do what you can to help those around you with the difficult and important decisions that must be made. What are the steps leaders take during a crisis to pivot focus, create a successful mindset, establish clear communication and step up?

When there is a crisis, how can you become a more agile leader, team and organization?

Here are a few suggestions.

Support others. During times of uncertainty, many leaders fail to support each other. You must recognize and resist this temptation, as it’s easy to point fingers and jockey for position. Support your people, peers and other leaders who need guidance and assistance. It’s critical to not bury yourself in your office. You need to remain externally focused so you can anticipate and pivot quickly when needed.

Be authentic. Become more self-aware to understand how you and the messages you’re sending are affecting others. 

Create stability. People need stability from you during times of chaos. Keep your managers close to their people, customers and the marketplace. Have them continue to focus on daily tasks and deliverables. Encourage people to generate innovative ideas and to challenge the status quo. A team that feels safe is willing to take risks to achieve more and think differently, even through tough times.

Build trust. Trust your people with their decisions, actions and responsibilities. People will hold you accountable to what you say and do — and what they believe you mean or do.

Communicate. When you are in the middle of a firestorm, it’s easy to want to rush out with information. Slow things down. At the same time, communicate clearly, concisely, openly and frequently. When there’s a void of information, people will create their own story. The story they create can be significantly worse than reality.

Stay true to your core. Your purpose, mission and values are more important than ever and should be the north star that guides your decision-making. Your actions and your organization’s actions should reflect these. Making purposeful decisions based on the company’s mission and values will motivate teams to work toward a common goal. This is a good time to reflect on your organization’s mission and purpose.

Lead with compassion. You may know what your company needs, but do you know what your people need? Taking the time to really listen to your people and be empathetic will show them you care about their perspectives. Let their insights play a role in your decision-making so they feel heard, and recognize that people have different coping mechanisms to handle pressure and stress. 

Prioritize your well-being. Modeling negative emotions, erratic behavior and a lack of composure will cause your people to internalize your negativity and anxiety and display it back to you. Ensure you’re prioritizing your mental and physical health so you can be present and effective.

Be the example. As a leader, you often forget that all eyes are on you. Remember this may be especially true when times get tough.

Create alignment. When the senior team is not aligned, it reverberates throughout the organization. Gain alignment on a shared vision, strategy, talent and culture relative to how you will execute. Be able to describe what success looks like. Who will be accountable and responsible for what?

Be decisive. People will expect actions and decisions from you. You want to avoid analysis paralysis. Entrust experts if and when needed. Assimilate the information, ask for recommendations and counsel, then listen to your instincts and experiences to make a decision.

Protect the culture. Focus on your culture, people and values. At the same time, challenge yourself and your team on what needs to change about your culture to address your needs of the future. Keep faith in the future.

Leading in difficult times requires courage, emotional intelligence and integrity. Be humble and prepared, and don’t panic. Be resolute in pursuing the principles you believe are right, even in the face of opposition.

Chuck Mollor is the Founder, CEO and an executive coach of MCG Partners

    Share your comments below. Please read our commenting guidelines before posting. If you have a concern about a comment, report it here.

    You might also like...


    How to Emotionally Support Employees During Times of Crisis

    by Bethany Halland

    Leon Goren of PEO Leadership: “Stay close to your customers!”

    by Charlie Katz

    Cheryl Pierce of Soulworx: “A leader must solve problems”

    by Charlie Katz

    Sign up for the Thrive Global newsletter

    Will be used in accordance with our privacy policy.

    Thrive Global
    People look for retreats for themselves, in the country, by the coast, or in the hills . . . There is nowhere that a person can find a more peaceful and trouble-free retreat than in his own mind. . . . So constantly give yourself this retreat, and renew yourself.


    We use cookies on our site to give you the best experience possible. By continuing to browse the site, you agree to this use. For more information on how we use cookies, see our Privacy Policy.