Leading in a Crisis
From Vanderbloemen.com
1. Start with you
- Slow down
- Control yourself – quiet times, eating, sleeping, etc.
- Time with friends
- Solitude
- Routine
- Health
- Physical
- Emotional
- Spiritual
- Mental
- Relational
- What feeds your soul? What helps you take a deep breath?
- Remember those around you too
2. Build your team
- Committed to action
- Don’t lead alone. Invite others with expertise, etc.
- You will support and encourage each other through this tough time
3. The problems change. Be ready for change. Respond in the crisis
- Be ready to pivot
- What has to get done today? Your team will help you decide.
- It’s about getting to the finish line, not perfection
4. Book – Fairness Is Overrated: And 51 Other Leadership Principles to Revolutionize Your Workplace
5. Common mistakes
- You have the info first. Make sure you communicate to others to bring them along. Sequence the communication: board, staff, key leaders, etc. Don’t be defensive. Be in front of the narrative. Set it.
- Admit mistakes and own what you can own. It builds trust.
- Over-communicate, even if it’s the same thing you just said.
- You don’t have to have all the answers.
- Don’t underestimate the crisis timeline. It may take longer than you thing. Therefore… overestimate!
- Establish patterns for the long-run to maximize morale and personal health.
- Under-promise, over-deliver.
- Layoffs
- Create a new org chart with critical positions first, based on the new reality. Cuts are based on the new reality.
- Senior pastor
- Streaming director
- Media director
- Etc.
- Prepare yourself before, during and after. It’s going to take a toll on you.
- Be compassionate.
- Have two leaders there – one to give the news and one that will care for them afterwards, to follow up in the days and weeks ahead.
- You can do it via Zoom. It’s actually better than across a table due to closeness.
- How you handle the news is in your control:
- Communicate the possibility early.
- It’s not their fault.
- Give them as much clear info as possible.
- Why me? Be ready to talk about it.
- Provide help. Do it early enough, while you still have funds.
- Put specifics in writing – they will stop listening early on.
- Honor and thank them.
- As soon as they know the facts, focus on caring.
- Morale for the rest of the team:
- Have layoffs all happen on the same day.
- Next day, meet with the rest of the team.
- Honor and thank those who had to leave.
- Remind them that we have a lot of work to do. Let’s go together. Leave your ego and your job description at the door.
- Create a new org chart with critical positions first, based on the new reality. Cuts are based on the new reality.
6. Communicate
- Form a team, if possible. Have them help with the load. Delegate based on your strengths and theirs.
- Target the communications – Who needs to hear what?
- Deescalate for some: slow down your tone, attitude.
- Escalate for some – they need motivation. Your words make a difference.
- Do it frequently.
- Focus on their health and those they love.
- Set the narrative.
7. Stages of Crisis
- Assessment – we are past this now.
- Rebuilding based on the new reality
- Be adaptable
- Adjust quickly
8. Doing ministry in a virus crisis
- Go digital – If we have no building, what do we do with ministry?
- Go high touch
- Figure out how to measure engagement
- Aspirational – Attendance is not a good measurement now, but increasing the number of personal connections is.
- Assessment is key – Figure out how you measure this question, “How are you doing?”