The Crisis Lifecycle

Where Are You Looking?

Focus on priorities

The fears are real.  Coronavirus disease 19 (COVID-19) is upon us and will affect every individual in some way.  Whether you are now tele-working from home with three kids “helping” you, working double shifts at the hospital, or simply hoping to feel better since your test came back positive, we will all be affected by COVID-19.  Leaders across the nation and throughout the world are implementing measures that were unfathomable only a short month ago. So, what now?  

More than ever, we need humanness—the quality of being human.  Your high human skills are being put to the test. Your empathy, trustworthiness, respect…those critical elements of leadership are in full view.  And while we continue to stress social distancing, it is time for a reframe. Say no to social distancing and yes to physical distancing. Yep, keep that six feet between you and others but allow your heart, mind, ideas, kindness, love, and words to flourish.  Be creative, leverage technology and lean in deep to be more socially connected more than ever. Who are you inviting for a virtual dinner this evening? 

The fears are real.  They cut across organizations and have a real impact on teams, families, and individuals.  Heed the experts’ advice on how to minimize exposure to COVID-19. When we get beyond the peak, imagine that your leadership, your humanness is on trial.  Will you be convicted?  

This series of articles will share a view of working through a crisis and where to look to shape success.  It is intended to help you assess your leadership, culture, and strategy by discussing four phases: react, adjust, manage, and prosper (RAMP), and how they may affect you and your organization or business.  

React is the crisis mode where we implement our continuity plans—establish communications, account for people, and focus on select tasks.  This is also the time to assess your planning assumptions, something that will continue throughout the crisis.   

Adjust will help identify what elements of the plan proved useful, what was unnecessary, and what was missing.  Consider key variables that will shape the new normal.

Manage, unleash the power of your middle management, the heart and soul of your organization.  Get ahead of the curve by framing likely new normal scenarios and key indicators.  Plan the reintegration of your employees with new opportunities in a new and perhaps unchartered territory, market, or mission space.    

Prosper is your adjustments and new opportunities, with a strengthened core of middle managers, ready for a new normal.  Improve your team’s post-crisis outcomes by using a simple set of intelligence and planning techniques that keep you agile and oriented on the future.

While your teams and organization attempt to settle into new routines, where are you looking?  The reaction to this crisis is still on-going. As we enter this second week of change, many are still refining, or in some cases creating, procedures.  You have met with your senior leaders or C-suite, established and communicated your priorities. Now, assess yourself and your organization’s situation: 

  • Priority 1 – care for those in your charge; what is the succession plan for you and employees who may fall ill?
  • What are your touch points with customers/clients/students—those you serve?
  • Are you organized correctly for the circumstances?
  • What functions continue; what functions stop?
  • How are you making and documenting decisions?
  • Who else needs to know?  

There are a host of questions surrounding you and your team’s reaction.  Keep asking and let your employees surprise you with their innovation. Moreover, appreciate your improved self and organizational cultural awareness by conducting this assessment.  This crisis is extremely fluid so keep a view on the reaction but don’t be afraid to “raze your gaze” to what might be next. On that note, do not fail to imagine. Be well, stay healthy and safe!

Also check out part 2, part 3 and part 4.

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