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The brutal reality that only 21% U.S. staff strongly agree that they trust their organization’s leadership — up from 24% in 2019 — underscores a growing crisis of trust that would undermine effective crisis management. This troubling trend, highlighted in a recent Gallup report, underscores the need for strong, compassionate leadership in times of crisis.
Consider the recent Hurricane Beryl, a devastating storm that showcased my company BELFOR’s response strategies and underscored the impacts of utmost weather. My experience in disaster management has helped me hone strategies that apply to each extreme weather events and workplace crises. Reflecting on Hurricane Beryl’s widespread impact and my personal experiences, I recognized the need to adapt and change our approach to support affected communities. By embracing agility, fostering open communication, and strengthening our teams, we will not only get well from crises, but also strengthen ourselves and build a more resilient, connected workforce.
While not every business will survive the wrath of a natural disaster (although, as we’ve seen, the impacts of natural disasters are felt across many sectors), I imagine the lessons I learned on the front lines and the response strategies BELFOR has developed are universally applicable. These strategies prepare us to address a broad spectrum of potential business disruptions, ensuring fast, effective decision-making under pressure—a vital skill in a changing business environment.
Below, we explore practical lessons that focus on agility in leadership—especially in crisis management. These insights are key to greater than just rebuilding; they’re about fundamentally rethinking our strategies to make them flexible and well-prepared for future uncertainties, no matter the style of work.
Emphasize energetic listening
In leadership, especially during crises, energetic listening is as essential as decision-making. The analogy of a pilot at 30,000 feet illustrates this well: Leaders, similar to pilots, have a clear view of the big, overarching strategies while their teams on the ground manage the details. Combining these perspectives through energetic listening can sharpen decision-making and foster engagement—with many advantages.
AND Gallup survey revealed that greater team engagement leads to higher business outcomes, similar to increased productivity, profitability, and well-being. Leaders can practice this skill by commonly checking in with team members to ask about their work and assess their well-being. They must also check in on their families and family members, asking about essential milestones, and building real personal connections. This dual focus on work and personal feedback builds trust and increases loyalty—two essential tools in moving teams forward.
Decentralization of decision-making
Allowing your team to make decisions gives them power and is essential in situations that require immediate motion. This approach shows trust in their abilities and understanding (which I think we will all agree is a great feeling). Consider Johnson & Johnson. Under the leadership of William Weldon, Johnson & Johnson is an example decentralized corporate structurewhich proved to be particularly useful in managing different regions and cultural contexts.
This structure allowed local managers who deeply understood their markets and customer needs to make decisions tailored to their specific circumstances without waiting for approval from U.S. headquarters. Similarly, at BELFOR, our global presence means we strengthen leadership across our various office locations. When you hire the right team members, you know that irrespective of what they face, they are going to consistently do the right thing.
Get into the trenches
By stepping onto the pitch and facing the same challenges as your team, you boost morale and build credibility. This practical method demonstrates your commitment to understanding the inner workings and day-to-day realities of your team’s tasks. In addition, adopting a more approachable demeanor can greatly reduce the barriers between management and staff. For example, when I spoke at The undercover bossI swapped my suit and tie for blue jeans and a sports jacket, which made a huge difference in how I interacted. I discovered that folks were more willing to approach me and share honest feedback, providing helpful insights that are key to improving our operations.
Express gratitude to the entire system
Recognize not only the exertions and dedication of your team members on the front lines, but also the invaluable support they receive from their families back home. Recognizing the collective efforts of each employees and their family members reinforces a supportive work environment and boosts morale across the board. This is crucial, considering that according to Gallup’s evaluation, only one in three employees in the U.S. strongly agree that they received recognition or praise for good work in the past week. Simple gestures like sending thank-you notes, hosting recognition events, or even publicly recognizing their efforts during meetings can go a good distance in increasing worker engagement and satisfaction.
After a crisis, convene a group debriefing to reflect on the experience. Encourage open discussion about what strategies worked and what areas need to be adapted for future responses. This practice of analyzing and learning from mistakes turns challenges into helpful learning moments. By fostering a culture that sees mistakes as opportunities for growth, leaders cannot only improve their team’s performance but also increase their resilience and readiness for future challenges. This approach ensures that every experience, good or bad, is used as a positive force for continuous improvement and innovation. For example, research has shown that check-ins at health care facilitiessimilar to emergency departments, help teams learn quickly and manage patient care more safely, improving overall team performance and patient outcomes.
The DR Team Leader’s responsibilities include overseeing the allocation of resources and supplies to ensure an efficient recovery process. At BELFOR, our team of DR experts thrives on mastering the complex dynamics of crisis management skills. We continually navigate the challenges of DR, adapting to recent trends while remaining true to our core purpose: helping those in need with compassion and expertise. This approach not only helps us meet today’s challenges—it also prepares us for whatever tomorrow brings.
By combining modern strategies, agile decision-making and core leadership values, we create a resilient foundation that enables us to excel in high-stress scenarios.