How do you train managers for crisis management skills?

When caught in a crisis, how do you react? It is natural to first think about the physical safety of those you hold most dear. You want to be near them and make contact with them as soon as possible. You want to comfort them and to comfort one another. It is built into the very fabric of who we are. If we have learned anything from the Pandemic, it has had an ongoing impact on our emotional, physical, and emotional health. Preparing managers to respond appropriately in a Crisis must have a focus on People. People’s physical, emotional, and mental safety. Include the Workplace, where people Live and Play. Focusing the training on a Person's entire self prepares managers to proactively respond to a Crisis.

Before training leaders, organisations need to understand what constitutes a crisis for them, they need a set of parameters which act as triggers in crisis identification? This is key when a crisis a a 'slow burner', these can often be internal issues which are often cumulative in nature. For example failures in decision making, or leadership, staff afraid to speak out, bullying and forms of harassment, high attrition rate, increasing poor customer/client feedback coupled. On their own probably not a crisis, however they build until a trigger event tips the organisation into a crisis. By then it's often too late to put proactive measures into place and the organisational CM response becomes reactive. Early identification is key.

Creating a crisis framework involves breaking down the process into key phases. My favorite is the prep phase. - Identify potential crises specific to the organization. - Evaluate the impact and likelihood of each crisis. - Prioritize based on severity. Resource Allocation: - Assess necessary resources (human, financial, technological) for crisis response. Comms Strategy: - Establish a clear plan for both internal and external stakeholders. - Identify key spokespersons and ensure they are trained. - Develop protocols for media and social management. Training and Simulation: - Conduct regular training sessions. - Practice decision-making, communication, and coordination. - Review and update training materials based on lessons learned.

Step two in training managers on crisis management involves providing a clear framework (e.g., 4R, 3C, 5P) to guide them through all phases of a crisis, from prevention to recovery, emphasizing key actions and outcomes.

Step three of crisis management training for managers involves simulating realistic scenarios to test and enhance their crisis response skills through immersive learning experiences like case studies, role-playing, and simulations.

Step four in training managers on crisis management focuses on enhancing resilience through strategies like mindfulness, emotional intelligence, and self-care, fostering a culture of trust and learning.

Step five in training managers on crisis management involves updating their knowledge through newsletters, podcasts, webinars, and blogs to stay informed on emerging risks and best practices. Encourage ongoing learning and networking with experts and peers in the field.

Step six: Evaluate the impact of crisis management actions on stakeholders using metrics like customer satisfaction and financial performance. Recognize and reward managers for effective crisis handling and improvements.

Training managers for crisis management in renewable energy involves simulations, workshops, and case studies to develop decision-making and communication skills under pressure. For example, in offshore wind projects, conducting scenario-based exercises on turbine failures prepares managers to respond effectively. Similarly, in battery energy storage systems, practicing emergency response protocols ensures readiness for potential incidents, enhancing overall project resilience.