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**Title:** How to Lead During Crisis (and How to Support Leaders): Emotional Intelligence, Resiliency, Stress Management
**Author:** Jill Yashinsky-Wortman and Ariel McClair
**Citation:**
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# 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
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# Other References
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