When disruption strikes, attention quickly shifts from the problem itself to the people responsible for guiding the organization through it. Employees look for direction. Customers want reassurance. Stakeholders expect decisions. In these moments, leading during a crisis becomes a real test of leadership. 

Managing during COVID-19 made this clear. Businesses across industries shifted operations online, supported employees through uncertainty, and adapted to rapidly changing conditions. Yet pandemics are only one type of disruption. Cyberattacks, supply chain failures, economic shocks, and natural disasters can create similar challenges for leaders.

Research on crisis management tips for leaders frequently highlights three competencies that help organizations remain stable during turbulent periods: communicating clearly, empowering employees, and applying thoughtful management practices.¹ These leadership habits help teams stay focused even when conditions are changing quickly. Here’s how these leadership approaches work in practice.

Communicate Clearly When Leading During a Crisis

When a crisis occurs, employees naturally look to leaders for clear and reliable information. Without clear communication, people may rely on rumors or incomplete information, which can quickly undermine trust.

That’s why experts consistently emphasize communication as one of the most critical responsibilities for leaders during disruptive events. According to the Harvard Business Review (HBR), leaders navigating a crisis should communicate “early and often, and with empathy, honesty, and transparency.”²

Transparent communication does not mean leaders must have every answer immediately. Instead, leaders can explain what information is available, what is still unknown, and how decisions will be made as new facts emerge. This approach helps teams stay aligned even as conditions change.

Strong communication practices also became essential during the move to remote work that occurred throughout the pandemic. During the early months of the pandemic, many organizations adopted new communication routines—such as leadership updates and employee forums—to keep teams informed as operations shifted online. 

For organizations managing remote teams during crisis situations, regular communication becomes even more important. Consistent updates, clear expectations, and accessible communication channels help employees stay connected to both their teams and the organization’s broader mission, management experts say.

Empower Employees to Respond to Challenges

While leadership sets direction during a crisis, the most effective responses rarely come from one person alone. Organizations that adapt quickly usually rely on teams that are empowered to identify problems and act.

Leadership experts frequently point to encouraging employee initiative as a practical strategy for organizations navigating disruption. When employees understand organizational priorities and feel trusted to make decisions within their roles, they can respond to unexpected challenges without waiting for approval at every step.

This collaborative approach became especially important for companies managing remote teams during crisis conditions. Research published in the HBR suggests that remote teams are more effective when leaders establish clear goals, communicate consistently, and create opportunities for collaboration across locations.³

When leaders encourage employees to share insights and propose solutions, organizations can respond more quickly to changing conditions. That flexibility is particularly valuable during crises, when new information and challenges often emerge rapidly.

Apply Thoughtful Management Practices When Leading During a Crisis

Beyond communication and empowerment, leading during a crisis also requires thoughtful management practices that guide decision-making when conditions are unpredictable.

During a crisis, leaders rarely have perfect information. Instead, they often must make decisions while new developments continue to unfold. Leadership research from McKinsey notes three leadership actions that help organizations navigate crises effectively:¹ 

1. They establish clear decision structures. During emergencies, confusion about authority can slow progress. Leaders who define decision roles and reporting structures help teams act more quickly.
2. They focus on shorter planning cycles. Instead of committing to long-term strategies during unstable conditions, effective leaders break decisions into smaller phases and reassess frequently as new information becomes available.
3. They balance urgency with empathy. Employees may experience significant personal and professional stress during crises. Leaders who acknowledge these challenges often build stronger engagement and trust within their teams.

Preparing Leaders Before the Next Crisis

While crises eventually pass, the leadership habits formed during those moments often influence organizations long after the disruption ends. Leaders who communicate clearly, empower employees, and apply well-practiced management skills help build organizations that are more resilient when new challenges arise.

Professionals who want to strengthen these leadership qualities often look to advanced business education to deepen their leadership and decision-making skills. Current and aspiring leaders may choose to earn a Master of Business Administration (MBA). Online MBA programs give working professionals the opportunity to study leadership strategies, management techniques, and decision-making frameworks that they can apply in complex business environments.

Coursework in Walden University’s ACBSP-accredited Master of Business Administration (MBA) degree program can help you build leadership and management skills you can apply to your career goals. And because your career goals are unique, Walden offers distinct MBA specializations to align your studies with your professional ambitions. You can choose the General Program for a broad foundation in strategic thinking, or focus your expertise in Healthcare Management or Human Resource Management specializations. For maximum flexibility, the Self-Designed specialization allows you to tailor electives to your specific objectives.

True leadership is often tested during difficult moments. Deepening your knowledge and strengthening your leadership skills can help you better understand how to lead during a crisis and collaborate with teams in everyday business situations.

Walden University is an HLC-accredited institution offering a Master of Business Administration (MBA) degree program online. Expand your career options and earn your degree in a convenient, flexible format that fits your busy life.

¹Source: www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/leadership-in-a-crisis
²Source: https://hbr.org/2020/03/communicating-through-the-coronavirus-crisis
³Source: https://hbr.org/2020/03/a-guide-to-managing-your-newly-remote-workers

Walden University is accredited by The Higher Learning Commission, www.hlcommission.org.

Walden’s BS in Business Administration (BSBA), Master of Business Administration (MBA), Doctor of Business Administration (DBA), and PhD in Management programs are accredited by the Accreditation Council for Business Schools and Programs (ACBSP).