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The document discusses essential leadership qualities for crisis management, emphasizing decisiveness, empathy, authenticity, and resilience. It highlights the importance of psychological safety in fostering trust and open communication among employees during a crisis. Additionally, it outlines how coaching skills can support employees and mitigate reputational hazards for MedTech Corp through transparency and accountability.

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rishi.shah.bba2027
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17 views2 pages

Untitled Document

The document discusses essential leadership qualities for crisis management, emphasizing decisiveness, empathy, authenticity, and resilience. It highlights the importance of psychological safety in fostering trust and open communication among employees during a crisis. Additionally, it outlines how coaching skills can support employees and mitigate reputational hazards for MedTech Corp through transparency and accountability.

Uploaded by

rishi.shah.bba2027
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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1. What leadership qualities are necessary while crisis management?

Introduction:
Management of crises requires a particular range of leadership qualities that are more than
those of standard operations leadership. These attributes help a leader stay in command,
comfort stakeholders, and lead their team successfully in difficult situations.

Body Justification:
Major qualities encompass decisiveness, empathy, genuineness, and resilience. Anika
showcases decisiveness by moving swiftly to admit the specific flaw in the software and taking
corrective action. Her empathy shines through in her coaching style, offering emotional support
to frazzled employees. Authenticity assists in establishing trust, particularly as she speaks
openly and owns up. Finally, resilience enables her to cope with pressure from every direction—
employees, investors, and partners—without losing her cool and remaining focused. Leaders
with these qualities build confidence, curb panic, and guide the company towards recovery.

Conclusion:
During a crisis, leadership qualities like decisiveness, empathy, authenticity, and resilience are
essential. These enable leaders like Anika to navigate complicated stakeholder relationships
and lead with integrity and influence.

2. Describe how psychological safety can enhance employee trust during a crisis.
Introduction:
Psychological safety, the perception that one can share their views without fear of punishment
or humiliation, is essential during a crisis. It fosters open communication and deepens trust
between team members.

Body Justification:
In the MedTech crisis, Anika fosters psychological safety through open expression and ethical
debate. When workers feel safe to say something or confess an error, blame culture declines
and teamwork improves. Such trust results in quicker solving of problems, as workers tend to
share ideas and point out underlying issues. It also decreases fear, allowing for greater
concentration and morale in times of pressure. Psychological safety also facilitates ethical
decision-making as employees feel empowered to do what is right without fear of repercussions.

Conclusion:
By creating a psychological safe space, Anika establishes trust and open communication as the
foundation for effective crisis resolution and team collaboration.

3. How can Anika utilize coaching skills to assist employees in dealing with this crisis?
Introduction:
During a crisis, leaders tend to transition from directing to coaching in order to sustain team
morale and performance. Coaching skills can assist Anika in supporting employees during
emotional stress and uncertainty.
Body Justification:
Anika can employ active listening to listen to individual concerns so that employees feel heard
and appreciated. Open-ended questions such as "What would assist you in managing your
workload more effectively? " encourage self-awareness and problem-solving. Providing
constructive criticism with emphasis on strengths can enhance confidence and diminish self-
doubt. Moreover, goal-setting discussions can also restore focus and motivation, particularly
when teams feel lost because of the crisis.

This coaching method is empathetic and invests in employee growth, which in turn enhances
loyalty and engagement.
Conclusion:

Anika, through coaching, enables her employees to cope with the crisis with clarity and
confidence, providing emotional support and maintaining productivity in the long run.
5. Analyze the reputational hazards that MedTech Corp is likely to face and how to avoid them.
Introduction:

The reputation of a company is one of its most prized possessions, particularly in the field of
healthcare technology where lives are directly affected. The existing software defect positions
MedTech Corp's reputation in great danger.
Body Justification: The most important reputational hazards are loss of trust from hospital
partners, unfavorable press, and loss of investor confidence. These may result in cancellation of
contracts, lower future business, and regulatory action. To offset these, Anika has to initiate an
open communication effort—accepting the mistake, detailing how it happened, and setting
transparent, timely fixes. External professionals need to be included to ensure validation of the
corrections to improve credibility. Demonstrating openness, accountability, and commitment to
patient safety in the public eye will assist in regaining stakeholder confidence.

Internally, bolstering a culture of accountability and education can avoid future crises and
reinforce long-term brand image.
Conclusion:

By recognizing the problem, communicating openly, and taking public corrective action,
MedTech Corp can limit reputational harm and even come out stronger by demonstrating ethical
leadership.

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