Hooked on a Feeling!

Emotions play a critical and often underestimated role in change and crisis leadership within organizations. While change and crisis are primarily viewed through a rational, strategic lens, the emotional landscape of those individuals and teams involved can significantly influence outcomes. Leaders who understand and address the emotional aspects of change and crisis leadership are more likely to guide their organizations through these seasons successfully.

One important reality to consider is that change and crisis are inherently emotional. Anytime people are accustomed to a certain way of working, they will feel a sense of loss as they face change and crisis whether it involves a new technology, restructuring, or a shift in company culture or strategy. These changes can challenge our personal identities and our disrupt established routines.

Managing negative emotions such as anger, frustration, and confusion are key to successful change and crisis leadership. Leaders should be prepared to listen and provide space for employees to express themselves. This emotional validation reduces the intensity of negative emotions, which help minimize burnout or disengagement.

On the flip side, leaders can also harness the power of positive emotions like hope, relief and enthusiasm to drive change and crisis efforts. Leaders can tap into these emotions in various ways such as crafting a compelling vision that is leading toward something better and effectively communicating to paint a picture of the future that resonates emotionally with their teams.