Leadership Series Part 2 - Leadership Post-Crisis

What do the best leaders do in times of crisis? They transform today’s challenge into tomorrow’s opportunity.

That transformation can come in many forms, such as reorganization and product pivoting. That transformation can mean making strategic decisions that would have been unpopular in pre-crisis days. It can mean going beyond simply responding to the crisis and uncertainty and seeing opportunity for positive change and a reset. Read more about resetting an organization during crisis, here at the Center for Creative Leadership .

HOW DO THOSE LEADERS ACCOMPLISH THIS TRANSFORMATION WHILE KEEPING BUSINESS VIABLE?

First and foremost, by cutting through the noise and the information overload that crises bring. Good leaders keep their team grounded by shifting focus away from damage and negative fallout and by shining a light on core values and unchanging missions. What they communicate is that every decision has purpose and that, although at times difficult, those decisions will have positive impact.

CONTINUING WORKPLACE TRADITIONS IN TIMES OF CRISIS IS KEY FOR STABILITY.

Communication during a time of crisis is critical and employees will need honesty and essential information to help get them through periods of uncertainty. They will also need continued goal setting and the high-fives and accolades to which they were accustom before the madness of a crisis took over. When outside, negative forces change the way we work, it’s up to the leaders to ensure achievements are still recognized and employee milestones are still celebrated. Bad things happening doesn’t mean that the good things stop!

WHAT IF MILESTONE ACHIEVEMENTS CAN’T BE MET AFTER A TRAGEDY OR CRISIS?

One of the changes an organization must make after a crisis takes hold, is that of shifting goal posts. It can do more harm than good to not recognize the effect on sales, bookings, and other measurable outcomes in post-crisis days. What was celebrated in the past, may not be a viable measurement of success in a “new normal” world. However, the structure of goal setting and the culture of a workplace can both remain intact.

SETTING NEW GOALS AND NEW RECOGNITION PROGRAMS AS PART OF A NEW STRATEGY.

Obvious post-crises change will include resetting of goals, budgets, and campaign strategies, along with workplace systems. It will be just as important for leadership to revise recognition and rewards programs, too, which can include adding a whole new group of awards.

WHAT ARE GREAT IDEAS FOR NEW AWARDS AFTER A CRISIS?

Considering a crisis period and the changes that occur, a company can present awards that reflect the pre-existing culture and the new challenges both! Sales incentive awards are always going to be popular, but there are new ideas on the table to contemplate using many existing award designs:

Aldona Crystal Vase Award – for those employees who took on extra challenges and workload to help the team through crisis.

Peer to Peer Award – voted on by employees who want to recognize co-workers for going above and beyond to succeed.

Leadership Award – for the leaders who kept teams on track or kept business afloat through crisis management.At Awarding You, we’ve experienced our own challenges and evolution due to the crisis of COVID-19. Success here is measured each day as we help customers and their teams celebrate their own achievements. We hope to help you, too! Please give us call today to discuss all the possibilities we offer.