You're managing a team during a crisis. How can you provide feedback that motivates and inspires?

The team in a crisis can be demoralized, so first it has to be understood what is the aspect that is most hurting, what is the demoralizing aspect which is present in the teams mind. That would mean you understand the emotions and then only respond back with any feedback as without knowing the pain areas will further fuel the issues they may have.

Bit of a different 'spin' on this one. Some people absolutely thrive in situations of crisis! I know I (& my team) truly come together in these situations. What they ask for -> space, autonomy, clear direction, flexibility & trust. That being said, I check-in much more frequently in terms of general feelings. By doing this pulse check, I can hone in on individuals who might be in need of a conversation (or break). For the majority, high crisis = high stress. A focus on time management, balance and clear direction will be key. Actively saying 'no need to focus on that, do you agree?' or 'your full attention should be here today, what do you think?', can allow team members to feel clarity on delivery and be part of the ride.

Offering actionable steps is one way to lower stress levels and return people to focusing on the tasks at hand. Expressing your full support for the struggle and offering encouragement and any help you can provide, gives the team a sense that you are with them all the way and will help out in any way possible to solve the challenging situation.

Crisis situation demands that the details provided be very specific and straightforward if that means that you need to directly tell them issue and then further discuss on the same, make sure that when you discuss the feedback it is not related to just crisis continuously being discussed but also solution associated to it with the required feedback that is to be provided.

Sometimes you cannot offer the steps to take but by engaging and asking supportive questions to lead thinking to solutions, people might be able to better themselves within the team start focusing on actions instead of feeling overwhelmed.

Discuss solutions, don't offer solution discuss and build on the same as that will be providing feedback and will also motivate your team that you are supporting and encourage them as well to bring new ideas that will further strengths the aspect of the additional feedback that you may want to give.

There were times when business was booming and we were a team of five: a manager and four designers. One day, we were jam-packed, so I called the team into the meeting room. I recapped everything they had done to get us here and asked for their solutions to complete all the tasks. We decided to work overtime that day. As they completed tasks, I gave compliments and announced we would have dinner after. For exceptional work, I took a screenshot and shared it in the group, highlighting the team member. To my surprise, we finished everything half an hour early. We went out and celebrated! From that day on, I believe positive reinforcement is a great tool to motivate your team.

Just a few kind and supportive words can make all the difference to help someone do that extra mile to get through the challenging situation and many times it is this they will remember afterwards.

Even in crisis a tiny percentage of the correct support or idea encourage and appreciate the team as that will boost the confidence to think more rapidly and push the things further. Focus on the development they are having more and make sure that they feel motivated as its not about the reward but the respect they earn.

A diverse team performs far better in a crisis than a homogenous team, because they bring different perspectives, insights and solutions. But you need to create an environment of psychology safety in other to enable people to share their different views and to allow people to take positive learnings from what's happened without a culture of blame.

Crisis will make sure either people fall apart and turn on each other or they can work together and fight the situation. As a lead you will have to make sure that they do the second option so that focus becomes how I can help my other team member and allow him/her to cope with the situation and still help perform better.

Covering points 1 to 6: During a crisis, this is the stage to see the performance of each your team members as an individual and collectively. It’s crucial to communicate with empathy and clarity. Acknowledge the challenges the team faces, highlighting their resilience and dedication. Provide specific, positive feedback on their efforts and contributions, reinforcing their value. Encourage open dialogue, inviting suggestions and ideas to overcome obstacles together. Emphasize a shared vision and the importance of teamwork, reminding them that every small step counts. Celebrate small victories to boost morale and maintain focus on the collective goal, fostering a sense of purpose and unity.

Sharing good outcomes after crisis in a larger group can also afterwards lift the team who struggled but got through, and they can be held as a positive example in the organisation to instill a feeling that we can get through anything and use the learning experience as a benchmark within the organisation on how to tackle similar situations in the future.