%% #📓 #📢 #🟠 %% **Title:** How to Lead During Crisis (and How to Support Leaders): Emotional Intelligence, Resiliency, Stress Management **Author:** Jill Yashinsky-Wortman and Ariel McClair **Citation:** --- # Summary Crisis Psychological Safety # Notes #### Three Phases of Crisis 1. Emergency Phase - rely on surge capacity, not sustainable 2. Regression Phase - still uncertain, feel helpless and powerless; anxious response to disengage from uncertainty by finding something else we can have control over; depressive response to shut down; some people want to make a big change 3. Rebuilding Phase - don't go back to before, create new normal Our capacity to manage crisis is based on our individual situations. #### How does leader prepare for a crisis? Leaders should think about the kinds of crisis that could likely happen in your industry/organization and think through the possible impacts. Take care of employees first so they can take care of customers/clients. Build wellness in advance so employees can be more resilient during a crisis. - Leaders need to lead by example and model using wellness resources Know what your resources are and how to access them. Practice/think through potential crises so you'll be prepared how to respond. #### How should leaders respond to crisis? Being able to recognize and name emotions. Know your own strengths and weaknesses - Understand your limitations and know when you need to reach out for support Maintain communication with staff and try to keep ratio of 5 positive to 1 negative - Be clear about priorities and focus - Timely and transparent communication #### Proactively leading with [[psychological safety]] [[psychological safety]] = necessary to engage in change - being comfortable in speaking up - not fearing rejection or retaliation - feeling respected - knowing i's okay to bring your full self to work - not being or playing "nice" - ignoring ground rules or boundaries as leader or team member Important because: - promotes diversity and diverse perspectives in teams - mitigates risk - increases value - fosters creative problem solving Helps individuals and teams build resiliency #### How to recognize lack of psychological safety? Risk factors contributing to psychological safety - psychological support - organizational culture - clear leadership and expectations - respect - growth and development - recognition and reward - workload management - engagement - balance - psychological protection - protection of physical safety Need open dialogue Leaders need to be vulnerable #### Who has influence over people's psychological safety at work? Formal leaders and managers need to lead by example and be sincere about it. Non-forml leaders - anyone on the team can influence psychological safety #### Benefits of psychological safety - crisis management - sense of purpose - reduces turnover - increases prooductivity - increases quality of work - increases trust in organization and leadership - increases commitment and job satisfaction #### Tips for creating psychological safety as a leader - set the stage - honor those who speak up - encourage innovation - embrace new ideas - undertand and embrace conflict - share ownership #### How do employees advocate for what they need if they're not in leadership position? Find a liaison to open up to - is there a person or committee you can talk to? ## My Questions & Thoughts --- # Other References ## Tags