learn a new crisis response in your organization
Wouldn’t it be incredible to have a place where people want to be and want to work? I mean, don’t the majority of us just want to have that workplace, that culture where people want to play well with others
Imagine the visual of forest fire with me as it can be the best way to understanding what needs to occur for this to be possible.
A forest fire, much like a workplace, has various levels of fire (or crisis) associated with it. Tree top fires are the legal crisis that must be addressed immediately – harassment, discrimination.
Brush fires tend to be the first to be dealt with, the things you can see. Workforces in this fire phase usually say, over and over, things like they are so busy dealing with little fires that they never get to the big stuff.
Root fires occur below the leaves and peat, these fires are slow moving because they burn ‘underground’ but when left unattended, can take out large areas. Organizations try to treat the brush fires of sick time, absenteeism, and conflict aversion and leave what is igniting these brush fires in the first place.
Why spend all the time running around dealing with brush fires?
Dealing with brush fires can create the illusion of busy but without progress, so, why not address the root fires? Reframe the Traditional Crisis Response to leverage the opportunity that crisis provides. Rather than dealing with the various reactions that happen after a crisis, what about developing the culture so that people, leadership were strengthened and able to grow?
The simple principle
When workplaces are in hot water what’s inside will always leaks out. By the way this is also true for people. The surface fires are only revealing where the root fires are close to the surface, those real inside issues causing the surface fires.
Why not start planning to finish well?
The 4 D Process through crisis management in an organization
FORTLOG Services does not offer a program that gets sold and pasted with a hope that it works. You and I start by having private, unvarnished discussions and conversations about business-critical matters. There are so many factors impacting change leadership and change management in the workplace today, whether it is crisis intervention and response, peer programs, leveraging an EAP [Employee Assistance Programs], workforce wellness or mental health, conflict resolution, stress management themes.
A huge factor to achieve this through crisis response, workplaces providing CISM [critical incident stress management] in a comprehensive integrated systematic manner enable the personnel to be supported resulting in an engaged and more productive workplace.
Through Discovery we will be determining and developing a realistic culture alignment plan, leveraging leadership strengths, so that each piece can be deployed for successful implementation. We will create the kind of workplace wellness and culture where people want to be.
You and I know that transformation happens when strengths are leveraged, this means yours too! Intentionally developing culture alignment through engagement, performance and productivity instead of just burning time, resources, personnel, with little ROI and lots of false starts. The process for us to ensure progress is simple [not easy].