Like millions of others around the world, I was profoundly touched by Hurricane Sandy. Even from the other side of the world, I sat transfixed, captive to a dreadful, soul destroying sense of helplessness and deep, emotional anguish as I watched the storm shatter the lives of too many of my dear friends.

Over the following weeks as the true scale of Sandy’s destruction became apparent, as I gradually restored contact with missing friends and heard their harrowing stories, I have asked myself just WHY I was touched so deeply. What was different about this event? Why was my response to THIS particular disaster so much more emotional than other tragedies?

With the passage of time, the media coverage of Sandy strikes me as some kind of post-modern phenomenon where the internet and social media combined to give us prime time seats in what seemed a slow-motion disaster film. We saw it unfold close up and we formed personal connections with the victims. They were real and seemed like people we already know…they reminded us of ourselves.

But here is where the great awakening occurs for me.

Hurricane Sandy showed that leadership characteristics can be found in us all, often in the most unlikely situations. But it showed something else equally remarkable. Scratch the surface a bit and you can find inspiring examples of crisis leadership on a national scale, in places that we rarely get an opportunity to see. Whilst the media inexorably drew our attention towards NYC, we were able to look under the media radar and see universal leadership behaviours in some surprising places.

Why does this matter? Because it opens up a whole new world of opportunity for us – it means we can look far more broadly than we might expect, to draw on lessons from powerful, inspiring and largely unappreciated sources.

Crisis Leadership Lessons – a Haitian Experience

I must say, I was strongly drawn to the Haitian Prime Minister, Laurent Lamothe and the way he responded to the crisis in his country – his approach offers some powerful leadership reflections that we can apply to our own teams.

1. Stand up straight and tall. Be visible.

Look at the way Lamothe acted decisively to assert his authority, provide a unifying message around which his people could rally and spell out a strong, authoritative response. Firm. Decisive. Accessible.

This is really important – in any leadership situation, whether crisis or not, it is just so important to move quickly to unify the team around a totemic message. Just as the coach sets the tone for a sporting team, so to we need to set out a clear, compelling vision that shows our people where we are collectively headed.

Lamothe did this really quickly and effectively – he stood tall before the world, immediately called for help and gave his people a simple, decisive message – they were not alone and that although there would be difficult times ahead, his country would come together to support each other.

When our people are unsure or lacking confidence, we need to be clear and visible. The best leaders make a statement and bring their team together. Use the message as a focal point around which your team can unite. Make is accessible and simple. Let the team adopt it as their own and attach themselves to it, heart and soul.

2. Communicate clearly. Let your team hear you.

I like the way Lamothe reached out to communicate to his people – quickly, simply and in language that resonated. Take a moment to listen to his messages and the way he used them to connect with his audiences – he consistently used a single narrative that called out three key points – what had happened, what needed to be done and how everyone would be affected. This approach was deceptively simple and through it all, very effective at bringing attention to his people’s plight and uniting his community.

There is a wonderful lesson here.

Lamothe spoke to each person in a way that they could immediately relate to. This approach gave everyone in his audience something to hold on to and connect with. He offered each person a personal connection and a sense that they were not alone, that they were part of a larger, collective effort.

I ask the Haitian people to remain mobilized, to stay alert, because the rain can still continue [...] the National Meteorological Centre, the DPC and the SPGRD, asking all people to continue meet all the watchwords to protect your life. I ask you more particularly to pay close attention to the elderly, disabled, pregnant women and children. We appeal to national solidarity, each other [...] we must continue to walk hand in hand to cross these difficult times. The Government will be at your side, whatever the weather… – Laurent Lamothe

This is such a powerful motivator when the team is under pressure. When your team is feeling the heat, take the time to communicate with each person – even just a few moments – and give them that important sense of connectedness. Let them see that you are all in this together and that you have each others’ backs.

3. Create ownership. Empower your team.

I love this one. Maslow wrote about the importance of meeting our higher order self-actualization needs – our desire to feel connected to a community, to be respected by our peers and to have a job role that provides real meaning. If we are to get the best from our team…if we are to keep them emotionally connected during a difficult period, we need to provide an environment that supports these needs.

Look at how simply and effectively Lamothe empowered his deputy in this very simple message with a subtext that absolutely targeted his local audience – My deputy cares about you, he is actively involved in the recovery effort, he has your interests at heart and you can be sure that I recognize this.

I would also like to thank the deputy for his leadership, he really seeks to help you, I can tell you this, because every day, it comes down to the Primature, he calls, sending messages, SMS to see how he can help Kenscoff – Laurent Lamothe

This is a critical way to draw the best from our team in difficult situations – create an environment that empowers them, give them responsibility and recognize the value that they bring to the team.

• Allow them to make decisions without being second-guessed – actively seek their contributions and opinions.
• Listen to what your team has to say.
• Remove the fear of retribution that may hold them back for contributing – remind them that it’s ok to make mistakes and that the team hangs together as a living, breathing collective.
• Remind them constantly, through words and deeds, that they have an important, integral role to play and that they will be respected as such.

Pulling It All Together

I set out today to draw attention to the enormous value we can find in looking under the media radar to seek inspirational leaders in the most unexpected and unappreciated places. Along the way, we have called out some simple, powerful lessons that can be easily applied when leading our own teams through difficult periods.

What really excites me is the idea that these lessons were drawn from someone who stood up and moved his people without the gaze of the world’s media. Why is that a big deal? Because it shows us that there are amazing people and inspiring role models all around us. We do not need to confine ourselves to the mainstream media to find our inspiration – we can look under the radar in countless directions to find examples, lessons and inspiration.

As you read this, I encourage you to think about where your leadership heroes come from. Where do you look for lessons and wisdom as you head along your grow and learning journey? Then I challenge you to look elsewhere for fresh inspiration. Turn away from the spotlight and look where you would not normally think to. Find your own radar and look under it.

I hope you have the same wonderful awakening that I did.

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