The company you lead has been in a crisis for several months. A spending freeze was announced and implemented. Departments and leaders have specific projects they are to bring to completion. Revenue and expense reports are being shared on a consistent basis, so everyone operates from the same pool of knowledge.
In the last few weeks things have improved. Sales are up. The bank balance is growing. Expenses are down.
Now you have a question that must be answered.
Is the crisis over?
Crises will come and go, but challenges will remain. Before you tell the team that a crisis is behind them, you need to know the difference.
A crisis will threaten the very existence and future of the company. A challenge is a hurdle to the next phase of the company’s progression.
If enough benchmarks have been achieved then you can rest in the fact that the crisis has passed. But be careful in getting comfortable there. That can lead to relaxed effort across the board.
People cannot survive under a continual crisis mode. As you exit the crisis and celebrate, don’t be afraid to announce a couple of challenges that still face you and the team.
Always be aware of sales, income, and expenses. Keep that as a continual challenge. Update everyone on a weekly basis.
If income dips, income drops, or expenses take a jump then everyone needs to know so next steps can be taken. A crisis can pass but revenue and expenses will always be a challenge.
Another challenge will always be culture. Never take your eyes off the culture of the company.
Culture is more than people “liking” where they work. It’s how the team interacts with one another, whether leadership lives what it expects, and whether people are seen and valued.
Culture isn’t perks or snacks in the breakroom. Culture is the ethos in which the work is done.
Always encourage candor. Build trust so the team will make you aware of what’s working and what isn’t. A healthy culture will allow you to avoid common challenges and give you the tools to solve them quickly.
Should you declare the crisis is over? For the sake of the team, yes.
When the time is right and benchmarks are hit, make a statement. Celebrate with the team. Recognize individuals for their efforts.
But don’t end the meeting without warnings regarding challenges. Be specific and set expectations. You do not want to land in another crisis due to a lack of focus on what matters.
Never make the crisis about you. Don’t take the credit for navigating successfully through the mess. Give that to the team.
But be willing to accept all blame. That’s the burden and responsibility of being the leader.
One final note that is critical. Never hide a challenge or crisis.
Hiding them makes you look weak and out of touch with reality and that never builds the confidence of the team. Be honest and invite their input in solving the issues.
Leadership is extremely difficult. Don’t make it harder by trying to cover up problems.
Creating Unparalleled Experiences,
Chris Adams
Ellis Adams Group is always updating our blogs with the latest and greatest, view more below.
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