5 tips to manage the crisis effectively

The 4Cs of Change Management

Change -and hence the crisis, which is nothing more than a drastic and sudden change- forces people to face new challenges. Each person  goes through four stages during a change. We call these  stages the 4Cs.

• Comprehension: The person understands the need for change.
• Commitment: The person wants to be part of the change (he/she is motivated).
• Competences: The person has the predisposition and mindset necessary to learn new concepts and ways of working (and also unlearn the old ones).
• Continuity: The person puts into practice and experiences new forms of work. The habits and therefore the sustainability of these new practices are created.

The importance of organizational leadership

The evolution of a person throughout the entire process must be sustained and facilitated by what we call Organizational Leadership. It refers to the coherence and consistency of the organization with the change that it is trying to implement. Every contradiction manifested by inconsistent actions regarding the change generates confusion, double messages, and potential setbacks.

The times and maturity of the change management plan development must consider the phase and the situation in which the different groups and people are during the change process. 

Tips stage by stage

Facing this unprecedented and forced situation caused by the pandemic, there is no time to address this evolution in an ordered sequential way. However, understanding all the phases and designing agile change management cycles (or sprints) having them in mind is necessary if you want to create new habits and build sustainable change.

Below, I will share five tips that will help you design a Crisis Management plan. The hashtags below each tip refer to the stage or stages that are addressed.

1. Communicate with transparency and anticipation

Long periods of silence or the perception that partial or false information is being received will increase uncertainty and the stress level of your employees. Anticipate the need for information and be honest about the unknown. Communication must be fluid, anticipated, and transparent.

#Comprehension #Commitment #OrganizationalLeadership

2. Build a support network

Every Change Management plan needs a support network integrated by mentors, peers and referents who help on both technical and emotional aspects of the change, and build instances of collaboration and shared learning. When defining who your change agents will be and what actions they will take, analyze with realdata what the real needs are for the different teams and employees. Trying to address everyone with the same action plan generates inefficiency and a waste of resources.

#Commitment #Competences #Continuity #OrganizationalLeadership

3. Use recognition to reinforce positive behaviors

Don’t wait too long to recognize achievements or results. Celebrate the effort, the adaptability, the new ideas, the courage to try something new on a daily basis. Develop a recognition strategy that is meaningful for each person and group (or you will cause the opposite effect). This will help you to sustain your employees´ efforts day by day during this crisis.

#Commitment #Continuity #Organizational Leadership

4. Promote agility

If your organization is not an agile organization, the challenge will be even greater. Don’t be discouraged! Turn this forced remote work situation  into an opportunity to achieve the transformation that  has been delayed for a long time. Encourage autonomous teams, reduce bureaucracy, decentralize decision-making processes, and provide greater flexibility . Being agile implies a true change of mindset, necessary to develop adaptability to change.

#Competences #Continuity #OrganizationalLeadership

5. Don’t forget about the emotional needs

Technical needs are usually the first to be met. It is true that learning to use new virtual tools is a visible and immediate necessity, but the emotions that your employees go through are equally (or maybe, even more) important. The emotional dimension plays a critical role in a crisis and can be the main obstacle for people to adapt to new ways of working, learn to use new platforms and maintain efficiency and productivity.

#Commitment #OrganizationalLeadership

In synthesis, opportunity and risk

In a context that calls for urgency, change management tools and tactics can help you manage the crisis more effectively.

Managing the crisis efficiently today will not only help you get through the actual moment better (and help your employees do so) but will also have a positive impact on culture and motivation when the recovery period begins. Don’t forget that people are the most valuable asset that an organization has; taking care of your employees is essential to guarantee business continuity.

Author: Carolina Sordelli

If you want to learn more about crisis management, click below.