Grow Your Change and Crisis Leadership Abilities

In a fast-paced and constantly shapeshifting marketplace, organizations must refine and develop the change and crisis leadership abilities of their people not as a luxury, but as a necessity for survival. This is why change and crisis leadership development is one of the most frequent topics we at RiverWalk get asked about. 

Ultimately, developing someone’s change and crisis leadership abilities requires self-awareness, flexibility, and a deep understanding of how to navigate change and crisis. By improving these abilities, organizations ensure their leaders are well-equipped to successfully guide them through seasons of change and crisis.

In our work with different types of organizations across a number of industries and cultures, here are three common pathways we see organizations utilizing to develop the change and crisis abilities of their leaders.

1. Leadership Development Programs

Many organizations offer formal leadership development programs that include specific modules on change and crisis leadership, often in the form of workshops  or interviews with experienced change and crisis leaders in the organization or externally.

Participating in leadership development programs allows leaders to hone their abilities in a structured space while also gaining insights and learning best practices from peers who may be dealing with similar changes and crisis’ in a familiar context and culture.

2. Personal Reflection and Self-Assessment

This is something we see much more in change and crisis mature organizations, where leaders are quite committed and individually driven to growing their own change and crisis abilities.

Leaders formally and regularly reflect and analyze what worked, what didn’t, and why when it comes to change and crisis. This can also involve reflecting on one’s own emotional intelligence, decision-making processes, and communication strategies. In this light, personal journaling becomes a powerful tool for leaders to understand their strengths and weaknesses, and it helps leaders identify patterns in their behavior and areas where they need to be more agile.

3. Mentorship and Peer Feedback

Another way leaders can develop their change and crisis leadership abilities is through mentorship from more experienced leaders or peers. This relationship allows leaders to discuss challenges, share experiences, and receive guidance on how to lead effectively during times of change and crisis. Mentors often provide insights based on their own experiences, which can be invaluable in navigating complex or high-stakes situations.

Similarly, peer feedback from colleagues who have lived experiences with change and crisis can provide a different perspective. Peer cohorts for example can help leaders consider how their approach to change and crisis compares to others, offering growth and improvement opportunities.

At the end of the day, a leader’s change and crisis leadership abilities develop most during unforeseen and unplanned challenges. Whether it’s a sudden market shift, a public relations issue, or a global pandemic, these real-world, high-pressure situations force leaders to innovate, communicate effectively, and make decisions that are often not ideal but necessary. While leaders may not always have control over circumstances, they do have control over their actions and choices which over time, can serve as the greatest catalyst for continued change and crisis leadership development.