Managing vs. Leading in Crisis
In this research article we explore how Managing vs. Leading in Crisis can be used in various scenarios to manage stress and solve problems.
AMS Article Code: 951
Article Description
Managing vs. Leading in Crisis concepts align with good stress management practices. During a crisis you must acknowledge emotions, providing context, and fostering resilience. Leaders who prioritize well-being, open communication, and empathy create a supportive environment where individuals can navigate challenges with greater clarity and adaptability. In times of crisis and stress these leadership techniques are critical.
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Understanding the Criteria to Define a Crisis in Business and the Associated Stress Factors
Managing vs. Leading in Crisis concepts need to be an open conversation in organizations and more importantly recognized as being different when we think about talent development. In times of great stress, our Emotional Intelligence (EQ) is tested, regardless of the genesis of a crisis. So, why is it important to differentiate between the way we deal with them as leaders? The answer is clear and has been played out in many case studies over the last two decades.
“Emotional inertia” (EI), tends to detract from the centric messaging that remains critical to these concepts, yet the variables mentioned above become diluted in the bigger picture and emotions on the outer fray tend to gain inertia/validation.
Effective crisis leadership not only guides organizations through turbulent times but also directly influences stress management across teams. By prioritizing emotional support, clear communication, empowerment, and structured systems, crisis leaders create an environment where stress is mitigated, resilience is fostered, and overall well-being is enhanced. Their strategic approach ensures that stress during crises is not merely managed but transformed into an opportunity for growth and cohesion.
Controlling the Variables of Crisis in Business to Manage the Outcomes and Stress Along the Way
Due to many underlying variables such as cultural diversity, distributed work, and all of the items I have mentioned above, we must also focus on CL as a core element of crisis response. In short, there is a heavier emphasis on enterprise wide “behaviors” in the Crisis Leadership spectrum. As you consider the “skills family” that needs to be aligned to those who may respond to crisis (everyone in your organization), consider the following:
- Emotional Intelligence
- Strategic Thinking/Planning
- Executive Presence/Impact Awareness
- Risk Management/Mitigation
- High Performance Problem Solving (HPPS)
- Data/analytics - management, stratification, presentation, planning
- Action Planning/Execution
- Measurement/Agile Change Management
Business Skills Application
Conflict management and leadership skills play crucial roles in organizational success. Let’s explore the benefits of using leadership skills over traditional management approaches during conflicts and how they can help you to manage the stress of crisis scenarios.
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Constructive Conflict Resolution:
- Leadership Approach: Leaders focus on understanding the underlying causes of conflict and seek win-win solutions. They encourage open dialogue, active listening, and collaboration.
- Benefits: Constructive conflict resolution leads to better decisions, improved relationships, and a positive work environment.
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Strengthened Bonds and Partnerships:
- Leadership Approach: Leaders who prioritize relationship-building create stronger bonds within teams. They recognize that conflict can be an opportunity for growth.
- Benefits: Stronger team cohesion, enhanced partnerships, and increased trust among colleagues.
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Improved Decision-Making:
- Leadership Approach: Leaders encourage diverse perspectives during conflict discussions. They value input from all team members.
- Benefits: High-quality decisions emerge from considering multiple viewpoints and leveraging collective wisdom.
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Enhanced Creativity and Learning:
- Leadership Approach: Leaders view conflict as a chance to learn and innovate. They foster an environment where mistakes are seen as learning opportunities.
- Benefits: Teams that embrace conflict creatively find new solutions and grow together.
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Positive Impact on Morale:
- Leadership Approach: Leaders address conflicts promptly and constructively. They prevent lingering negativity.
- Benefits: Improved morale, job satisfaction, and overall well-being of team members.
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Conflict as a Catalyst for Growth:
- Leadership Approach: Leaders recognize that conflict can lead to positive change. They guide teams through conflict toward growth.
- Benefits: Teams learn, adapt, and become more resilient when conflict is used to build on innovation.
In times of crisis, effective leadership acts as a compass, guiding teams through turbulent waters and thus controlling stress reactions. Beyond tactical efficiency, crisis leaders provide emotional ballast, helping individuals navigate stress with resilience. Their unwavering support and strategic vision transform adversity into an opportunity for growth, fostering not only organizational survival but also the well-being of those they lead.
Written by Phil Ventresca, M.B.A.
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