It’s rough out there.
Federal funding challenges. Inflation. Rising conflict in the Middle East.
Uncertainty doesn’t just hit your bottom line. It hits your people. No matter how hard they try, what’s happening out there follows them in here.
So, what’s your role when it comes to external crises? Should you respond?
My Rule: If it’s affecting your employees, it’s already affecting your bottom line. And if it’s affecting your bottom line, you should respond.
Here are three ways you can respond to the external crises that instills confidence and builds trust:
- Communicate with transparency and empathy
Leaders should clearly communicate what is known, what is uncertain, and what the organization is doing in response. Acknowledging the challenges and their impact on staff and stakeholders builds credibility. Combining honesty with empathy demonstrates care and helps people feel heard and valued. (Pro Tip: Avoid making it political.) - Demonstrate stability through decisive action
Even amid uncertainty, taking thoughtful, visible steps, such as adjusting budgets, revisiting priorities, or advocating for policy solutions, shows that leadership is actively managing the situation. Consistent, mission-aligned decision-making reassures staff and partners that the organization has a steady hand at the helm. - Engage the team and external partners in problem-solving
Inviting input and fostering collaboration during crises not only taps into collective wisdom but also deepens trust. When people feel included and see that their ideas can shape solutions, it builds a sense of shared purpose and resilience.
You can’t control the headlines. But you can control how you lead through them.
Communicate clearly. Show empathy. Take action.
When your team sees you steady in the storm, not ignoring it, not panicking, but leading, that’s how you build trust. And that’s how you strengthen your organization, no matter what’s happening outside.
