Change and risk are a part of life. But when there's a LOT of both, even the best leaders and decision-makers can fold into themselves and freeze up. It's the organizational version of an ostrich putting its head in the sand.
But here's the thing: This so-called "threat rigidity" – that is, halting innovation and defaulting to what has worked in the past rather than focusing on bold adaptation – is a risk all on its own.
Team Bond has been busy this month with lots of crisis comms and change management work, helping leaders navigate a better path forward. Here are our top three back-to-basics tips for leaders and their organizations frozen by fear in this moment:
1 - LOOK AT THE LANDSCAPE
What are your peer organizations or competitors doing right now? Examine their actions and messages, and plot out their responses on a risk continuum from super safe to very risky. Then examine your organizational value and values, and plot out your own space on the scale. This may help you determine your risk tolerance, key actions for your response, and maybe even the overall tone of brand messages.
2 - REFER TO YOUR DISASTER PLAN
Don't have a crisis communications plan or a situational playbook for handling worst-case scenarios? It's time to create both, quickly. And if you do have one or the other, it's time to examine it and internally pressure-test your values based messages. Do these statements hold up to the current situation? Do you need a new approach? If so, it's okay. Change happens!
3 - SEEK IDEAS OUTSIDE OF THE C SUITE
Your comms team should be in every conversation about a way forward – period, the end. If additional support will provide comfort to the C Suite or the board, enlist counsel from experts outside of your organization – i.e., communications pros who truly specialize in crisis communications and organizational change.
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