How can supervisors lead teams during times of crisis, challenge, and change?

I am traveling in Portugal right now, and my seatmate on the flight over the Atlantic is taking over as a new CEO. She asked me for a quick list of what she should do, so I sketched this out for her on United Airline napkins, so I am sharing it with you.

This soon-to-be new CEO said she was particularly worried about bad attitudes, low morale, lack of enthusiasm, and quiet quitting.

1. Reinforce the organization’s purpose

2. Communicate clearly
*During times of crisis, challenge, and change, it is crucial for supervisors to communicate effectively with their team.
*Provide clear information about what is happening, what actions are being taken, and what is expected of team members.
*Be transparent, honest, and consistent in all communication.

3. Lead with integrity
*Lead by example.
*Set a positive tone by maintaining a positive attitude, being flexible, and showing willingness to adapt to change.
*Do the right thing, even when it is hard.

4. Establish and build trust
Trust is essential for maintaining team cohesion and motivation during challenging times. Supervisors can build trust by being honest, open, and transparent in their communication and decisions, and by being responsive to the needs and concerns of team members.

5. Show support
Show your team that you care about them and are willing to support them through tough times.
Try one-on-one meetings, team-building exercises, professional development opportunities, and group brainstorming sessions.
Understand what resources are available through your organization to help build resiliency.

6. Promote a positive workplace culture
Create an environment that promotes communication, feedback, and fosters collaboration.
Keep a strong positive attitude by practicing mindfulness.
Practice gratitude for both good and bad days.

7. Address issues quickly
Bad attitudes, burnout, low morale, lack of enthusiasm, and quiet quitting will spread if not addressed.
Address these issues by identifying the root causes and developing strategies that work for both the organization and the employee. This may include providing additional staff, creating opportunities for employee engagement, or addressing issues related to work-life balance.

8. Recognize and reward different outcomes
Recognize and praise the effort, but reward the results. Effort matters, but results drive the bottom line.
Acknowledge hard work, good attitudes, and positive contributions to the team.
Find ways to boost morale, motivation, and create a sense of belonging.

9. Be a good listener
Encourage open communication.
Actively listen to team members’ concerns, ideas, and feedback.
Consider suggestions and give credit for innovative ideas.