Leading a Team in Crisis Situations

I chose this topic because of its importance, significance, and relevance in the contemporary age. Everything has changed over the time, and this has had a great impact on the way organizations function. As a leader, the responsibility of adopting the right strategy in these times of change fundamentally rests upon the shoulders of the leader. Change in leadership is inevitable. A leader is frequently exposed to circumstances that generate the need for change. A leader must be intelligent and proactive enough to adapt to these changes and make the wisest decision considering the needs of the changed circumstances. The experiences I have shared in this paper discuss what strategies I have employed to deal with the challenges arising as a consequence of changes that took place, and how those strategies helped me achieve my objectives. Each experience that I have shared demonstrates a different kind of change and accordingly, a different strategy I adopted to lead my team to success. Questions that I intend to answer by discussing my personal experiences of change and leadership include but are not limited to.
A leader is needed in every organization of any volume, from large corporations to task forces designed to achieve petty tasks. Subordinates look forward to the leader for the establishment of goals and milestones, as well as support, resources, and motivation for their achievement. The behavior of a leader plays a decisive role in the leader’s success. “The behavior of the leader and the behavior of the group members are inextricably interwoven, and the behavior of both is determined to a great degree by formal requirements imposed by the institution of which the group is a part” (Halpin, n.d., p. 172). There are several conclusions that I can draw from the experience I have shared in the Case I. Firstly, focusing upon making positive advances instead of stopping behaviors is a more effective and useful approach for a leader. Secondly, it is easier for the team to commence actions that accord with their preferred traits. “Research once again has confirmed what we’ve always suspected – your boss can cause you stress, induce depression and anxiety or even trigger the onset of serious illness. It is not just bad managers who can negatively affect employee health, but it is also the lackadaisical and mediocre who can put employees on the sick list” (Williams, 2011). Thirdly, the desired results can be achieved by using different preferred traits in different situations. Behavioral solutions can be customized for different personalities as per their individualistic preferences.