Crises can take many forms and happen quickly. They are inevitable at some stage for any organisation. They can be triggered by internal or external factors. Examples of the former are delivery difficulties on a crucial major project, bad decisions by corporate, subsidiary, or business unit leaders, and merger or acquisition integrations that go off the rails. Examples of external factors include a key client organisation collapsing, international turmoil, military conflicts, and disasters involving wind, fire, flood, earthquake, or pestilence. The Badger had some responsibility for crisis management during his IT industry career, which meant he learned a lot about the behaviour of senior people in emergency and crisis situations. In particular, he learned that some in senior leadership positions with impressive job titles, who one would assume are used to high-pressure situations, in fact struggle to be good in a crisis!
The recent volcanic eruption in Iceland reminded the Badger of dealing with the response to the ash cloud from the Eyjafjallajokull eruption in April 2010. The ash created havoc by closing European airspace for five days. Many of his organisation’s key leaders, managers, and technical staff were stranded outside the UK unable to return to work after business trips or Easter breaks with their family. Clients, unsurprisingly, clamoured for reassurance that the delivery of contracted IT services and projects would continue normally. The first crisis management meeting was memorable due to the behaviour and attitude of one particular business unit leader. They had their head buried in their hands throughout in full-blown panic mode! They were negative about everything, blamed others for inconsequential things, and functioned in self-preservation mode rather than being collaborative and focused on finding solutions in the best interests of the whole organisation. Their behaviour exposed the fact to all present that they were irrational and unreliable under pressure!
Being good in a crisis takes more than just having a leadership job title! It requires a blend of skills, experience, and mindset. Training helps, but experience and mindset are crucial attributes. Leaders with hands-on crisis management experience handle emergencies better because they instinctively apply their learning from previous situations. They listen, think clearly, analyse information objectively, communicate clearly, adapt to circumstances, make sensible rational decisions, and inspire confidence. They remain calm under pressure, resilient to setbacks, and compartmentalise their feelings and emotions to stay focused on the job in hand. They acknowledge the feelings and emotions of others but keep everyone grounded in reality. Their job title alone is never a good indicator that they are good in a crisis!
Crises tend to reveal latent strengths within individuals, so don’t be fearful if you are asked to manage one. You’ll learn a lot about yourself, and you might even do a much better job of it than someone with a more senior job title than your own!
