Grounding in the Storm: Self-Regulation Strategies for Leaders
If you haven’t hit a crisis point in leadership yet, you will. How you show up in those moments shapes your brand as a leader. Here are some practical ways to ground yourself and your team in the storm through self-regulation.
5 Steps to Ground Yourself
Pause with Purpose: In a crisis, speed can feel like strength, but reacting too quickly can sometimes lead to poor choices, such as offering unnecessary pricing concessions, overpromising to clients, or lashing out at the very people you need to help to resolve the problem. Take a beat, breathe, and steady yourself to role model calm, constructive problem-solving.
Anchor in Facts: When a launch slips or a deadline is missed, emotions run high, and rumors fill the gap. Be a data-driven leader by gathering the facts, sizing the impact of the miss, and weighing options for moving forward.
Widen Your View: Under stress, some leaders focus on the micro issue and lose perspective on the bigger picture. Step back and assess the problem from a different lens. Consider how your customers, team members, or board will view the issue and risks. A different perspective can illuminate a blind spot or a solution you hadn't considered.
Flip the Script: Losing top talent can be a blow to morale and momentum. Instead of framing it as a failure, look at what opportunity it presents: recruiting new talent with fresh perspectives, realigning the org structure, and resetting the culture you want. Focus forward and coach on lessons learned rather than dwelling on what you can't change.
Model De-Escalation: In moments of crisis, your steadiness shapes how the team responds. Own your share of responsibility, invite truth talk, and rally the team around restoring stability. Make it clear that accountability and consequences will be addressed once the crisis is under control. Punitive leader behavior in the middle of the storm can undermine clear thinking and collaboration needed to solve the problem.
Pitfalls to Avoid
Rushing: Declaring a root cause before the facts are clear creates rework and erodes credibility. Gather data from multiple sources before you stake a position.
Blaming: Public blaming and shaming do not de-escalate or fix the problem. They emotionally paralyze others instead of empowering them to help drive the solution.
Surprising: Keeping executives or the board in the dark erodes confidence. Even partial, fact-based updates are better than silence.
The Spark: In a storm, steadiness reveals true leadership. Self-regulation keeps the team grounded to solve problems effectively and grow from mistakes.
Contact Us: Do you or your leaders struggle to self-regulate when the pressure is on? Reach out. We are here to help.
