Are You Stuck in Crisis Mode?

In the midst of unprecedented challenges, many leaders find themselves trapped in a relentless cycle of crisis management. This was the reality for a seasoned executive we'll call Margaret, who had dedicated over a decade to leadership roles. Despite her track record, she faced a whirlwind of crises at her new overseas position, leaving her questioning her capabilities.

The Love-Hate Relationship with Leadership

Margaret expressed her passion for problem-solving and team coaching—two aspects she genuinely loves about her role. However, the high-stress environment has made it nearly impossible for her to step back and reflect on strategic long-term goals. As crises piled up, she found herself increasingly engulfed in day-to-day operations.

Navigating a Sea of Crisis

Upon her arrival, Margaret encountered an immediate crisis that pulled her into tactical responses. Just as she felt the situation stabilizing, another challenge arose: the unexpected departure of her boss. Suddenly promoted to fill the gap, she faced immense pressure, with a staggering 20 direct reports and a directive to cut costs. Feeling overwhelmed, Margaret struggled to provide the guidance her team needed.

Recognizing the Leadership Block

Now, having stabilized the immediate crises, Margaret finds herself grappling with writer's block—a metaphor for her stagnation in developing a three to five-year strategy. Despite being well-qualified and experienced, she often feels exhausted and unmotivated to pursue her long-term vision.

The Importance of a Supportive Team

Margaret reflected on her challenges, noting that communication gaps and her supervisor's tactical approach contributed to her feeling overwhelmed. She recognized that building a strategy requires trust in her leadership team and delegation of crisis management to them. The irony? She was known as a crisis handler yet longed to be recognized for her broader leadership skills.

The Path Forward: Aligning Stars for Strategic Planning

During her coaching session, Margaret realized she'd been trying to define success in her current role using metrics that worked previously. Just like parenting different-aged children, leadership requires adjusting one’s approach to fit the unique context. It became clear to her: by aligning her goals with the right support and creating a conducive environment for strategy development, she could reclaim her leadership identity.

Embracing Collaboration for Success

As this session progressed, Margaret learned that asking for help from her team was not a weakness but a strength. Acknowledging that her direct reports were experts in their fields allowed her to invite collaboration, thus empowering them to meaningfully contribute to her vision.

Moving Beyond Crisis Mode

Ultimately, the conversation illuminated a significant point: leadership is not just about managing crises but also about fostering an environment where long-term strategies can flourish. It is essential for leaders like Margaret to not just seek solutions but to cultivate a culture of support and trust. This recalibrated understanding has set her on a promising path toward effective leadership.