In a crisis, coaching an executive is all about helping them stay grounded while making clear, focused decisions. I encourage them to pause briefly and assess the situation—what’s urgent versus what’s important? From there, we prioritize actions that align with their values and the organization’s goals. I also remind them to lean on their team; delegation isn’t a weakness, it’s smart leadership. Throughout, I act as a sounding board, helping them filter out noise and focus on solutions. Coaching during a crisis is about balance—staying calm, decisive, and ready to adapt as the situation evolves.

When a crisis hits and tough decisions need to be made true leadership is demonstrated. To be most effective in these situations an Executive needs to focus on communication. 1. Engage the team, especially those most impacted. 2. Provide transparent messaging including insights into why the decision was made and your understanding of the impact. 3. Once delivered proactively engage the team and seek feedback and questions. 4. Answer all questions in an open, honest, and transparent way And always remember two things: 1. The more significant the impact, the more time you need to spend communicating the message and engaging the team 2. When in doubt "over-communicate"

In a crisis, effective coaching means fostering clarity, confidence, and swift decision-making. Start by helping the leader prioritize immediate concerns, focusing on issues that impact people and operations the most. Encourage calm and resilience, reminding them that staying composed sets the tone for the entire team. Guide them to assess risks, gather diverse input, and rely on core values as their compass. Emphasize flexibility, as crises demand real-time adjustments. Offer constructive feedback to reinforce what’s working and gently redirect where needed. Throughout, reinforce that decisive, compassionate leadership builds trust and strengthens the organization’s resilience through any challenge.

We used to call this - a fire drill! As coaches, the first thing we must remember is to stay as detached from the problem as possible. Meaning, we remain cool, calm and collected while the client thinks through possible decision outcomes. This prevents us from going into "solutions mode". That leads me to my second thought - explore the potential outcomes. This will provide the leader with additional clarity and confidence. Third - challenge any assumptions the client may have. This will be a crucial part of your conversation. Last and certainly not least, when coaching your client in future sessions, try to help your client anticipate potential emergencies and develop strategies and action plans. Good luck! 🍀

Coaching an executive through a crisis requires a careful balance of composure, clarity, and strategic support. A coach's calm presence helps the executive remain focused and resilient, even in high-pressure situations. Encouraging transparent and direct communication is essential, as this fosters trust and keeps the team aligned. Facilitating quick, well-informed decisions empowers the executive to act confidently, using the insights and options provided by the coach to move forward effectively. By offering empathy and tactical advice, a coach becomes an invaluable asset in successfully navigating high-stakes challenges.

I’d first create a calm, confidential space for the executive to express their emotions and concerns freely. Active listening and empathetic questioning would be essential tools to help them gain clarity on the situation and their own thoughts. Once we have a clear understanding of the situation, I would shift the focus to solution-oriented thinking. By asking insightful questions, I would stimulate critical thinking and explore different perspectives. By breaking down the problem into manageable parts, we can explore various solutions together, assessing the potential risks and benefits of each option. Throughout the process, I would maintain a positive and solution-oriented mindset, reminding them of their strengths and capabilities.

A coach should guide the executive to first pause and assess the full scope of the crisis rather than rushing to immediate action. Encourage their team to understand multiple perspectives. Help the executive establish clear priorities between immediate urgent and important matters that require careful strategic thinking. Crises are times when character and values matter most – their followers will remember how the executive made them feel during difficult moments, demonstrating genuine empathy and compassion through both words and actions. Guide them to maintain transparent communication while modeling calm, confident leadership that's grounded in humanity and ethical principles.

In a crisis, effective coaching involves guiding the executive to stay calm, assess the situation holistically, and prioritize clear communication. Encourage them to focus on immediate actions while also considering long-term impacts. Use powerful questions to help them identify key priorities, potential risks, and innovative solutions. Reinforce resilience and adaptability by framing the crisis as an opportunity for growth. Finally, support them in transparent, empathetic communication with their team, fostering trust and clarity as they lead through the uncertainty.

In a crisis, coaching an executive effectively starts with guiding them to stay calm and focused. Encourage them to assess the situation objectively by gathering accurate information quickly. Help them prioritize decisions by identifying immediate risks and opportunities. Facilitate clear communication strategies, ensuring transparency with stakeholders. Empower them to rely on their core values, maintain confidence in their team, and make decisive, well-reasoned choices. Lastly, reinforce resilience by reminding them that how they handle the crisis can strengthen leadership trust and credibility.

So when the crisis hits you need to coach the executives to work as a team and start with brainstorming for how to handle the particular crisis. A cross functional core group has to be given authority and responsibility to accomplish the task under continuous monitoring and coaching. Each person involved should think about their past experiences and draw out best from them to find the best solutions during the crisis. If all can be coached to think and act in unison then the crisis can be handled very smoothly. Doing timely execution of the plans during the crisis is most important.