Leading with Clarity: Tips for managers managing through crisis

I have supported organisations and managers through crisis, as well as working within a team managing through crisis. But whatever your crisis is, it will test your resilience, and that of managers and the cultures that have been built. For leaders and managers, the challenge is twofold: navigating uncertainty themselves while guiding their teams with confidence, care and empathy. I believe that strong leadership in turbulent times is not about having all the answers, but about creating stability, trust, and direction when it matters most.

Here are my five practical strategies for managers leading through crisis:

1. Communicate early, honestly, and often:

Transparency builds trust – Even if you don’t have all the details, share what you know and acknowledge what you don’t.

Consistency matters – Regular updates, whether daily check-ins or weekly briefings, help reduce speculation, doubt and anxiety.

Tone is key – Balance realism with reassurance – people need honesty, but they also need hope.

2. Prioritise your people, not just processes:

Acknowledge emotions – Crises affect people differently and some may feel anxious, others frustrated. Make space for those feelings.

Flexibility counts – Adjust workloads, deadlines, or expectations where possible to reduce unnecessary pressure.

Wellbeing first – Encourage breaks, signpost support services, lead by example and model healthy behaviours yourself.

3. Anchor decisions in values:

Follow your organisation’s core values – They provide the direct when the path forward may feel unclear.

Fairness and consistency – Apply policies and decisions equitably to maintain credibility and trust.

Long-term thinking and the wider picture – Avoid short-term fixes that undermine trust or culture.

4. Empower your team:

Delegate wisely – Involving others in problem-solving not only lightens your load but also builds resilience across the team.

Encourage innovation – Crises often spark creative solutions – invite ideas and test them quickly.

Recognise contributions – The smallest of acknowledgements and praise can go a long way in sustaining morale.

5. Look after yourself too:

Self-awareness matters – Your team will mirror your energy – manage your stress so you can lead effectively.

Seek support – Reach out to peers, mentors, or external advisors for perspective and to challenge your thinking.

Reflect and learn – Every crisis offers lessons that can strengthen your leadership for the future, and for your team around you.

Final Thought

Managing through a crisis is not about perfection, it’s about presence. Teams remember how leaders made them feel during difficult times. By leading with clarity, compassion, and consistency, managers can transform uncertainty into an opportunity to strengthen trust and resilience.

If your business is facing crisis, Seton HR Solutions can support you in navigating through and building cultures that withstand challenges and emerge stronger. If you’d like to explore how we can help you support your team to navigate change with confidence, please get in touch.