Trust But Verify?

Change and crisis are constant realities in every organization, whether it comes in the form of technology / AI advancements, shifts in company strategy, leadership and succession changes, or maneuvering external market forces, etc. In this, leaders know that the effectiveness of their change and crisis abilities will significantly impact their day-to-day success (or failure).

As much as an organization trusts its leaders to navigate change and crisis for good, is it also helpful to consider whether organizations have a responsibility to verify (and develop) the change and crisis abilities of its leaders?

One of the most effective ways we have seen organizations “verify” their change and crisis leadership abilities is through simulation or scenario based exercises. These direct or non-direct simulations give leaders hypothetical but realistic situations involving organizational change and crisis, such as implementing a new system, restructuring a team or adapting to new market conditions. Leaders are then required to make decisions and manage communications among other things, as well as addressing additional challenges, all while maintaining team engagement and morale.

By evaluating their performance in such controlled environments, organizations can assess and identify areas where leaders will need further development.

As a next step, we at RiverWalk have created a free digital choose-your-own-adventure module that puts your ability to apply what you know about change and crisis leadership to the test in a fun and interactive way.