On November 12, 2020, Logos President Helio Fred Garcia offered his insights on why contracts are important tools for coaches on Awarenow. Awarenow is a business management platform for coaching organizations. The article, “3 Ways Coaches Can Use Contracts and Why Every Coach Needs Them,” harvested advice from more than a dozen industry leaders on the purpose of and best practices for contracts for coaches.
Garcia highlighted the ways that contracts can help set and enforce expectations between a coach and their client, protecting both parties in turn: “Contracts are tools to set expectations between the coach and the client. For clients, it determines what services they can expect to receive, for how much, and over what period of time. For coaches, contracts protect them from over-servicing clients and being underpaid.” He continued, “If there is ever disagreement or confusion, both parties have something objective to refer back to.”
00Katie Garciahttps://www.logosconsulting.net/wp-content/uploads/2021/05/HQ-Lambda-Consulting-Lockup-1030x562.pngKatie Garcia2020-11-12 16:09:142021-05-14 07:30:24LOGOS IN THE NEWS: Helio Fred Garcia Quoted in Awarenow
Overnight the world learned that President Trump and the First Lady both tested positive for COVID-19. I wish them a full recovery.
But our challenge isn’t that Trump has COVID-19; it’s that the nation does. And it didn’t have to be this way.
A Teachable Moment: Patterns of Crisis
We are in a very teachable moment.
Crises follow predictable patterns. One is that most harm in a crisis is self-inflicted. Sometimes the initial crisis event itself is self-inflicted. But even when it isn’t, most of the loss of trust, confidence, and competitive position is self-inflicted because of an ineffective response.
A foundational principle of crisis response is to understand the scope and severity of a crisis and the risks it represents, and to respond based on those risks. Donald Trump never did.
On January 28 Trump’s national security advisor told him that COVID-19 would be the single largest national security threat in his presidency.
Dr. Irwin Redlener, Director of Columbia University’s Pandemic Resource & Response Initiative
On February 7 Trump admitted to Washington Post Associate Editor Bob Woodward that COVID-19 is spread in the air and is more deadly than the flu.
Compartmentalize the problem or solution. Trump did.
Tell misleading half truths. Trump did.
Lie. Trump did.
Tell only part of what you did. Trump did.
Blame others for your failures. Trump did.
Over-confess. On this one, Trump did not.
Panic, leading to bad decision-making. Trump did.
Shoot the messenger when you receive bad news. Trump did.
Trump has committed nine of the ten missteps when it comes to COVID-19.
The Human Consequences of the Missteps
COVID-19 cases on October 2, 202
Unlike other crises, this has had significant human consequence. At least 75 percent of the cases of COVID-19 in the U.S. would not have happened. And 150,000 people, according to Dr. Redlener, would still be alive.Leaders are judged based on how they deal with their most significant challenges. Trump failed this leadership test. Given the magnitude of the failure of crisis response after Trump was fully aware of the risks, this may be the single worst failure of leadership in American history.
I have previously published that I believe Trump’s handling of COVID-19 to be the single worst handled crisis, and largest leadership failure, in American history.
Again, I wish both the President and the First Lady a full recovery. But perhaps now we can move to a national masking, social distancing, contract tracing, and testing policy.
00Katie Garciahttps://www.logosconsulting.net/wp-content/uploads/2021/05/HQ-Lambda-Consulting-Lockup-1030x562.pngKatie Garcia2020-10-02 16:07:322021-05-14 07:30:49A Teachable Moment in Trump’s Testing Positive for COVID-19
Author Tony Jaques is a world-renowned expert on crisis and reputation. He heads Issue Outcomes, headquartered in North Melbourne, Australia. He worked for more than 20 years in Corporate Issue and Crisis Management, mainly in Asia-Pacific, and served two terms as a Director on the Board of the Issue Management Council, in Leesburg, Virginia.
The book opens with Dr. Jaques laying out the stakes of getting crisis response right:
“The Economist magazine examined the impact of crises which struck eight major corporations (worth over $15 billion) from 2010 to 2018 and the median share price fell by 33 percent. While most clawed back their absolute losses, compared with a basket of industry peers over the same time period the median firm was worth 30 per cent less in 2018 than it would have been without the crisis, a total deficit of $300 billion across the eight companies.
A survey of 685 business leaders from Fortune 1000 firms found they believed it would take more than four years to recover from a crisis which damaged an organization’s reputation, and three years for a crisis to fade from the memory of most stakeholders.
And an international law firm analyzed major reputational crises around the world and found that in companies unable to recover pre-crisis share value, 15 per cent of senior executives left within a year, compared with a departure rate of just four per cent in companies where share value did recover.”
The caricature of lawyers’ interventions in crisis (honored as much in the breech as in the observance) is that of forbidding the organization from saying anything or doing anything visible. While some lawyers still behave this way, increasingly lawyers are seeing themselves as business advisors as well as legal advisors. And we know that just as any crisis is a business problem before it is a communication problem, every crisis is also a business problem before it is a legal problem. Dr. Jaques points out that just because something is legal doesn’t make it right.
He offers practical guidance to CEOs on how to weigh conflicting advice, to lawyers on how to understand the bigger picture, and to communicators on how to be more persuasive in making the reputation-protecting case.
The book is well-researched and written.
More important, it is easy to read and very engaging, with a wealth of case studies, practical examples, and key takeaways. The case studies are from around the world and from a range of organizations, from companies to governments to the military. And the lessons conveyed are priceless.
I consider Crisis Counsel to be a must-read for those who advise or wish to advise on high-stakes situations, whether you are a lawyer, a communicator, a CEO, or a leader of any other form of enterprise.
I am honored to have written one of the three forewords to this important contribution to the field.
The other forewords were written by:
Dr. Robert Heath, Emeritus Professor of Communication in the Jack Valenti School of Communication of the University of Houston.
“I have been a crisis advisor for more than 35 years and have taught crisis management and crisis communication in graduate business and professional schools for more than 30 years. I have advised lawyers and been hired through lawyers to advise our mutual clients. I have taught lawyers through bar associations and have trained individual lawyers in crisis management. And I have fought with lawyers; sometimes I have won those fights. And I have learned from lawyers.
A typical interaction is this: In the CEO’s office the lawyer will give all the legal reasons to say as little as possible in the early phases of a crisis. The CEO will then look at me. My reply,
‘I believe you have received excellent legal advice. And you should take it seriously. But please recognize that you don’t have a legal problem, at least not yet. You have a business problem. And you need to make a business decision. You need to consider the risk of legal liability seriously.
But not exclusively. You should also consider the consequences of the loss of trust of those who matter to you: your employees, customers, investors, regulators, and others. You can protect yourself from legal liability that will play out years from now but lose the company in the process. Or you can attend to the immediate needs and concerns of your stakeholders now, in ways that manage future legal liability.” It’s very hard for the lawyers to object to that.
I then offer, “Between self-defeating silence and self-destructive blabbering, there’s lots of room to maneuver.”
I then ask the lawyer about categories of possible communication:
Can we acknowledge awareness of what has happened? The answer is usually Yes.
Can we express empathy toward those who are affected? The lawyers usually say, Yes, but we need to be careful not to admit blame. My reply, Great. Let’s do it carefully.
Can we declare our values? We typically have them published on our website. Can we describe the overall approach we will take to address the crisis and resolve it? The lawyers usually say we need to be very careful. I again reply, Great. Let’s do it carefully.
Can we make some kind of commitment? How about a procedural commitment: We’ll update you when we know more. Or a substantive commitment: We’ll get to the bottom of this and fix it. This often leads to the lawyers and communicators collaborating early in the crisis to find the balance. It doesn’t need to be adversarial or either-or.
He helps us understand the mindset of lawyers and the mindset of communicators, and how leaders can exercise good decision skills.
He includes a wealth of real-world examples of well and poorly handled crises from around the world and across forms of organization. It contains both wisdom and practical tools for responding effectively in a crisis. And he quotes a wide range of crisis experts (full disclosure: including me). This is an important contribution to our understanding of crises, leadership, and decision-making. It’s the kind of book I wish I had been able to read when I was just starting in crisis decades ago. And it is a valuable book for lawyers, communicators, and leaders in all sectors.”
About the Author
Tony Jaques, PhD, Author of Crisis Counsel (Author book portrait)
Tony Jaques, PhD, has spent much of his working life describing, researching and writing about crisis management, and helping to manage crises in government and in corporations.
He has served as a government ministerial advisor, corporate executive and business consultant and has an international reputation as an authority on issue and crisis management and risk communication. I
In his role as Asia-Pacific Issue and Crisis Manager for The Dow Chemical Company for more than 20 years he was responsible for implementing local issue, crisis and community outreach programs throughout the region and had a hands-on role in managing a number of high-profile crises. He continues to serve as a thought leader in those areas with new projects to educate other fellow professionals as a conference speaker.
Dr Jaques is a New Zealander who now lives in Australia, where he runs his own consultancy and lectures post-graduate students at two universities. At an earlier stage of his career he was a journalist in New Zealand and London, and later worked as a management strategic advisor and speechwriter.
He has written very extensively about issue and crisis management.in academic and business publications around the world, and is the author of three previous books in the field — Don’t Just Stand There: the Do-it Plan for Effective Issue Management (2000); Issue and crisis Management: Exploring Issues, Crises, Risk and reputation (2014); and Crisis Proofing: How to Save Your Company From Disaster (2016). He is also the author of the definitive, three-volume Dictionary of Battles and Sieges (2006). Dr Jaques is a former member of the Board of Directors of the Issue Management Council in Washington DC and received their Howard Chase Award for achievement in the field. He holds a doctoral degree from RMIT University (Melbourne).
00Katie Garciahttps://www.logosconsulting.net/wp-content/uploads/2021/05/HQ-Lambda-Consulting-Lockup-1030x562.pngKatie Garcia2020-08-23 19:56:482021-05-14 07:30:50Worth Reading – Crisis Counsel: Navigating Legal and Communication Conflict, by Tony Jaques, PhD
“When you do the common things in life in an uncommon way, you will command the attention of the world.”
~ George Washington Carver
So: You’re wearing a mask and keeping a socially responsible distance. You’re staying safe but taking long daily walks in the nearly empty streets of New York City to keep yourself healthy and sane. You peer into the dark, empty storefronts as you stroll along. You arrive at the place you always found familiar and comforting; it now looks abandoned and forbidding. There is no human to greet you, only a few words on a single page attached to the front door. Almost every door on every street has a similar sign.
As the days of shutdown have dragged on, I’ve become intrigued by these signs, snapping pictures of at least 100 of them. I’ve read the words again and again. They are breathtaking in their sameness, leading me to the question: How much difference can a few words on a simple sign possibly make?
Businesses reopening in the aftermath of the current crisis may soon find out.
Sometimes the message on the door is just one word – “Closed.” Not terribly helpful, is it? That feels more like the end of a relationship than a reassurance that you and your spot will be reunited in the future.
While heavily trafficked commercial chains may have a following who look for convenience alone, a cozy neighborhood haunt cannot exist without building an emotional bond – appreciation, affection, even love – with its customers. When that business closes indefinitely, or its hours are suddenly and severely curtailed, anxious customers need to see words of gratitude, emotion, and empathy: “We thank you.” “We appreciate you.” “We miss you.” “We understand what you are going through because we are going through it, too.”
Empathy should start right there at the front door.
Surprisingly, even in these difficult times, when those words of connectivity matter most, when customers expect to find love letters from deeply grateful owners, they find crisis boilerplate instead, often written in haste, dashed off as a formality and perhaps copied from a neighboring establishment. Even worse, sometimes, the desired words do not appear at all.
That strategically placed sheet of paper – occasionally drafted with the assistance of a lawyer or a communications professional – may be instructive but it’s not terribly personal. Or authentic. Or meaningful.
That kind of corporate jargon often makes me stop reading – I imagine you know the phrases: “our top priority,” “we are closely monitoring,” “we are committed to …” But owners use them because they know they need to communicate quickly with customers coming to the door, and they want the message to sound official. Professional communicators reading this will understand that the sign on the door is a kind of stand-by statement to let the entire world, including those critical customers, know what is going on in that moment and what they can expect while the crisis – and temporary closure – continues.
ACKNOWLEDGMENT – a statement of awareness that something has happened.
EMPATHY – an expression of empathy or sympathy to those who are hurting or inconvenienced – and in COVID-19 times, everyone is hurting and inconvenienced.
VALUES – a declaration of the business’ values – including how much that business values those customers.
APPROACH – a summary of the actions the business is taking in the wake of the crisis.
COMMITMENT – a statement that sets future expectations, i.e., “We will keep you up-to-date as we hear any important news and will let you know when we can reopen. We will be here for you online even while we are closed.”
In all fairness, I’m sure these independent owners also mean to communicate how much they love and miss their customers. But their words – crafted out of necessity and in great haste from a template – don’t quite resonate. They don’t quite say: We are closed, but we miss you and are still there for you.
Contrast those signs with recent updates that a certain coffee company has posted on Instagram – the digital front door for many contemporary consumers. Note the likes and comments.
So, for owners of shuttered businesses – small or large, mighty or nimble – here are two important questions you should ask yourself:
1. How can you communicate your message in conversational human language, rather than boilerplate jargon? You’re dealing with ordinary humans. Why not sound like one?
2. How can you include a message of gratitude at the very top of the page? Owners should express their sincere thanks to the customer who has arrived at the door in the first sentence or two. What would happen if the language of the sign started there? Only good things, I promise you.
Here are some signs that hit the mark beautifully. Which ones do you like best?
One last thought: many of the signs that I see on the doors have been left there unchanged for weeks.
Dear shop owners— It’s not too late to change that sign!
00Brian Austinhttps://www.logosconsulting.net/wp-content/uploads/2021/05/HQ-Lambda-Consulting-Lockup-1030x562.pngBrian Austin2020-05-01 12:23:162021-06-09 17:20:09Dispatches in the Time of COVID-19: Leave Your Empathy at the Door
The Chinese publisher is Posts & Telecom Press, a leading publisher of business and non-fiction titles in China. The Chinese translation had been scheduled for publication in February 2020, but the lockdown due to the COVID-19 pandemic delayed publication. Given the continuing recovery in China that began in the last few weeks, the publisher is now positioning the book as an essential tool for Chinese leaders in all sectors to be able to restore trust of critical stakeholders that was lost in the pandemic.
As with the English edition, the Chinese edition is available as a physical book, an e-book, and an audio book. The Chinese language title is 从危到机: 危机中的决策之痛与领导之术, which translates roughly into English as From Danger to Opportunity: The Agony of Decision-Making and Leadership in Crisis.
The Chinese edition was translated from English by Xinyin Lu, deputy director of the Institute of Corporate Communication at the Academy of Media and Public Affairs at the Communication University of China, and by Dr. Steven Guanpeng Dong, Chair Professor and Dean of the School of Government and Public Affairs at the Communication University of China, the leading Chinese university specializing in journalism, communication, documentary filmmaking, and related disciplines. Dr. Dong also wrote the foreword to the Chinese edition.
Dr. Steven Guanpeng Dong, translator and author of the foreword.
Translator Xinyin Lu
The Chinese edition of The Agony of Decision has been endorsed by:
Yang Yujun, dean of the Academy of Media and Public Affairs at the Communication University of China, former head of the Information Bureau of the Ministry of National Defense of China, and former spokesperson for the Ministry of National Defense of China. Both Yang and Dr. Dong are part of the Expert Committee for the COVID-19 pandemic in China.
Du Shaozhong, vice chair of All-China Environment Federation (ACEF), and former deputy director and spokesperson for the Beijing Municipal Environmental Protection Bureau.
Wang Lianglan, former spokesperson for The National Medical Products Administration (the FDA of China)
Lv Dapeng, spokesperson for China Petroleum & Chemical Corp. (NYSE: SNP, $1,217B market cap)
Wu Huanling, managing director of China Public Relations Association (CPRA), former vice president of General electric medical system (China) Co., Ltd.,
Dr. Steven Guanpeng Dong
The Chinese edition was made possible by Dr. Steven Guanpeng Dong, Chair Professor and Dean of the School of Government and Public Affairs, and Provost for Faculty of Professional Studies, Executive Education and Continuing Education at the Communication University of China.
Dr. Dong is also Vice Chairman of the China Public Relations Association (CPRA) and Vice Chair of Communication and Education, All-China Federation of Industry and Commerce.
He is one of the official advisors for transparent governance, strategic communications and crisis management for the State Council Ministries.
Dr. Steven Guanpeng Dong conducting a television interview at Communication University of China, 2015
Prior to his current appointments, Dr. Dong was a presenter for the BBC World Service in London and a morning news anchor for the China Central Television (CCTV).
Dr. Dong was among the founders of Journalism School and the founding Chair and former director of the Institute of Public Relations and Strategic Communications at Tsinghua University. He is also a very popular professor of strategic communications for the prestigious EMBA, EDP and DBA programs at Tsinghua University.
He was appointed the Shorenstein Fellow on the Press, Politics and Public Policy at the Kennedy School of Government, Harvard University in 2009, and most recently as an Eisenhower Fellow by the Eisenhower Fellowships in Philadelphia, USA.
In 2019, Logos Institute for Crisis Management and Executive Leadership awarded Dr. Dong its Outstanding Leader Award in recognition of his consequential professional achievement that sets the standard to which other leaders may aspire; his use of strategic communication to change the world; and having inspired and empowered the next generation of leaders through teaching, mentoring, for their advocacy on behalf of others.
Logos president Helio Fred Garcia presenting the Logos Institute Outstanding Leader Award to Dr. Steven Guanpeng Dong, May, 2019
The Agony of Decision: Mental Readiness and Leadership in a Crisis is about how leaders and the organizations they lead can maintain reputation, trust, confidence, financial and operational strength, and competitive advantage in a crisis. First, by thinking clearly; second by making smart choices; and third by executing those choices effectively.
But making smart choices in a crisis can be agonizing.
The difference between leaders who handle crises well and those who handle crises poorly is mental readiness: the ability some leaders exhibit that allows them to make smart choices quickly in a crisis. And this ability creates real competitive advantage. One of the predictable patterns of crisis response is that the severity of the crisis event does not determine whether an organization and its leader get through a crisis effectively. Indeed, two organizations, similarly situated, can see dramatically different outcomes based on the quality and timeliness of their individual responses to the crisis events.
And the ability to respond effectively in a timely way is a consequence of mental readiness. This book is for leaders of organizations who need to be good stewards of reputation, trust, and confidence; and for those who advise those leaders, whether in public relations, or law, or other business disciplines.
Graphic of The Ten Most Common Mis-Steps in a Crisis, from the Chinese Edition of The Agony of Decsion
In 2018 The Agony of Decision was named one of the Best Crisis Management Books of All Time (#2 of 51) by the leading nonfiction book review site BookAuthority. It is currently listed #3 of 100 All-Time Best Crisis Management Books. BookAuthority uses a proprietary technology to identify and rate the best nonfiction books, using dozens of different signals, including public mentions, recommendations, ratings, sentiment, popularity and sales history.
The Agony of Decision has been adopted in a number of universities and professional schools in the United States and abroad.
Garcia was planning a teaching and speaking trip to China in conjunction with the publication of the Chinese edition. But the COVID-19 crisis in the United States makes such a visit impossible for the foreseeable future.
Logos Institute Thought Leadership in China
Logos Institute for Crisis Management and Executive Leadership has been a thought leader in China for nearly ten years.
In 2014 Power of Communication was published in Chinese by Pearson Education Asia Ltd in Hong Kong and Publishing House of Electronics Industry in Beijing under the title 沟通的力量.
In 1991, Logos president Helio Fred Garcia was invited to be an International Distinguished Scholar at Tsinghua University as part of an international exchange on crisis management among academics, business leaders, the government, and outside experts. Tsinghua is consistently named the top one or two university in China.
He also taught at a number of Chinese government ministries, including the Ministry of Finance and the Chinese Food and Drug Administration. And he did a workshop for the chief spokesperson of all the ministries. He also keynoted conferences for a number of non-governmental organizations and associations.
In 2015, in conjunction with the Chinese language publication of The Power of Communication, Garcia conducted an extensive teaching and speaking tour of China.
00Brian Austinhttps://www.logosconsulting.net/wp-content/uploads/2021/05/HQ-Lambda-Consulting-Lockup-1030x562.pngBrian Austin2020-04-14 23:11:342020-04-14 23:11:34Chinese Language Edition of The Agony of Decision Now Available
Leaders are judged based on how they deal with their biggest challenges.
In the COVID-19 crisis we see a contrast of leaders so stark that it can serve as a leadership laboratory for future generations to study.
New York Governor Andrew Cuomo shows a steady, compassionate, and urgent tone as he informs New Yorkers and the broader world about the reality of COVID-19 in his state. His briefings are direct, honest, consistent, and clear. He sprinkles his commentary with expressions of concern for health workers and hospital patients, he invokes his parents, his brother, and his daughters. And he tells the truth.
President Donald Trump, on the other hand, shows none of these qualities. He bungled the first two months of the pandemic in the U.S. He denied the severity of the virus and downplayed the risk of contagion. He alternates between the rosy – churches full at Easter – and the gloomy – social distancing for much longer. There is still not a whole-of-government response. Rather, there are fragments of a government response. He leaves it to governors to figure out supply chains, even as governors confess that they’re bidding against each other – and the federal government – to secure desperately-needed medical equipment.
President Trump heaps praise on himself and expects others to do as well. He recently bragged during a COVID-19 press briefing that he was the most popular person on Facebook.
Governor Cuomo, who, according to Politico, has a “long-standing revulsion to social media,” has nevertheless “rapidly emerged as an internet star.” (Earlier this week, #Cuomosexual was trending on Twitter.)
President Trump contradicts his own public health experts, who then have to clean up the mess in his absence. He improvises on the existence of testing equipment, medical equipment, and miracle drugs that don’t exist. He violates every principle of effective leadership in a crisis.
Winston Churchill admonished, “You must look at the facts because the facts look at you.” President Trump ignores the facts in front of him and invents new ones.
Trump insists on calling COVID-19 the “China Virus” or “Chinese Virus” even though the World Health Organization advises against naming diseases for a particular location because of the stigma involved. And last week the FBI warned about a wave of hate crimes against Asians and Asian-Americans in this country.
Since the pandemic started my team and I have been studying the best and worst practices in communicating in a COVID-19 world. The best include:
Begin all communication, whether written or verbal, with a statement of values: Don’t dive directly into the facts. Create an emotional connection.
Show you care. Calibrate communication with empathy.
Be direct, no euphemism: It’s confusing and causes unnecessary stress.
Tell the truth, the whole truth: Your stakeholders are in this for the long term.
Address all relevant dimensions of the crisis: A narrow lens is inadequate.
Remember that expectations are dynamic. Calibrate current expectations.
Communicate through multiple levels and channels. Be consistent.
Align on values: Provide detail appropriate to each level and circumstance.
Convey a positive attitude: Convey urgency short of provoking panic.
Express emotion, vulnerability, and humility. Effective leaders do.
Governor Cuomo scores on all elements of this scorecard. The President, sadly, misses the mark. Other leaders can learn from both.
As the COVID-19 Pandemic continues to grow, Logos Institute for Crisis Management and Executive Leadership has been advising clients and carefully studying communication by leaders across a range of sectors and forms of organization.
We have reviewed thousands of communications by CEOs, university presidents, NGO executive directors and secretaries general, and public officials. And we have identified patterns that help leaders and their organizations make smart choices and avoid inadvertent self-inflicted harm.
Seven Crises in One
One of the foundational principles of effective crisis management is to name the problem accurately and to understand the true scope and likely risk of the crisis.
I believe that the COVID-19 crisis is actually seven crises in one. Think of these as seven different dimensions of the crisis. There’s a danger that a leader might be so focused on any one of the dimensions that he or she will miss the need to address the others. The seven dimensions of COVID-19 are these:
Public Health Crisis: At its core COVID-19 is a public health crisis. Half a million people worldwide have gotten sick; tens of thousands have died. More will get sick and die before things get better. But now in the United States the public health crisis includes a healthcare delivery system that is being strained to the breaking point. As hospitals in epicenters begin to fill up, there’s also a shortage of medical equipment and personal protective gear. Health workers are at risk, as are other patients.
Business Crisis: COVID-19 presents a business problem for all forms of organizations. There is a cost impact, for most organizations a negative one. There is a revenue impact, mostly negative; for some potentially catastrophic. There is disruption of operations. There is an HR impact.
Economic Crisis: At the same time there is a significant economic crisis underway. The risk of falling into a major recession, very low two months ago, now is quite high. The markets have exhibited unprecedented volatility. Economic uncertainty is wearing on people and institutions.
Information Crisis: From the beginning of the pandemic there has been significant incorrect information, incomplete information, and in some cases intentionally misleading information in the information ecosystem. This information crisis leads to significant misunderstanding about who is at risk of contracting the illness, who can transmit it, and what precautions are appropriate.
Competence of Government Crisis: Not just in the U.S., but initially in China, Iran, and other nations the initial responses were bungled and the virus spread. In the U.S. we have yet to see a whole of government response. Rather, we’ve seen a fragments of government response. Only in the third week of March, and the third month of COVID-19 in the U.S., are there sufficient tests and testing sites. But there is insufficient personal protective equipment for health workers, and a shortage of hand sanitizers, rubber gloves, and masks in retail stores.
Social Crisis: People’s lives have been upended; many people are losing or at risk of losing their jobs. Supermarket shelves are bare. Many companies have ordered employees to work from home; schools are closed or have gone to virtual learning. But there has also been a rise of incivility, insult, and violence against people who have been stigmatized. President Trump’s insistence on calling COVID-19 “China Virus” or “Chinese Virus” has led to a wave of hate crimes against people perceived to be Asian or Asian-American.
Mental Health Crisis: Human beings are social animals, and social distancing is having an effect. Compound this with the fear of the illness, the rising rate of infections and fatalities, and the other dimensions of the crisis, people are fraught. They are fragile. And they need extra care. New York State Governor Andrew Cuomo has asked for mental health professionals to volunteer to work with people not presently under their care to begin to meet this mental health need. I expect other governors will do the same.
Everything is Different
The unprecedented scope of the crisis makes it difficult to predict what will happen next. This crisis is unlike others. Among the differences:
This is unlike prior pandemics. This is the first global pandemic in a social media world. Recent pandemics were geographically contained. Middle East Respiratory Syndrome was mostly confined to the Republic of Korea. Ebola was contained in the United States, and our military and public health experts were able to contain it in West Africa. And this is the first truly global pandemic in the lifetimes of most people in leadership positions.
This is unlike natural disasters. Most organizations are ready or can adapt to natural disasters such as hurricanes, tornadoes, earthquakes, and floods. But those are generally geographically confined and are sudden but short in duration. COVID-19 is widespread and will continue for a very long time.
This is not like ordinary corporate crises. Most corporate crises are limited to a particular company, sector, or geography. But this one affects every organization. And unlike most corporate crises, this one has the additional dimensions of public health, economic risk, information challenges, competence of government, and social dislocation.
The situation is constantly changing. The scope of contagion, the government and society’s response to it, and our understanding of risk to ourselves are in constant flux. In a matter of days we saw an escalation from no large crowds to no crowds at all to stay-at-home orders to full lock-down orders.
This is fundamentally reshaping our understanding of work. As millions of American workers learn how to work from home, and as companies experiment with different modes of delivering products and services, the likelihood of a return to pre-COVID-19 conditions is not clear.
Crisis Response Best Practices
Most ineffective crisis responses begin with leaders asking some version of What should we do? Or What should we say? The challenge with this kind of question is that it focuses on the we – on the entity or leader in crisis. This results in the consideration of options that may make the leader in midst of crisis feel less vulnerable. But it is unlikely to lead to what is necessary to maintain trust, confidence, and support of those people whose trust, confidence, and support are critical to the organization.
What is needed is a different kind of thinking that begins not with the I/me/we/us but rather with the they/them – with the stakeholders who matter to the organization. The leadership discipline of mental readiness – the readiness to shift frames of reference from the first person — I/me/we/us — to the third person — they/them — makes all the difference.
And that’s because of the way trust works.
A common goal for most organizations and leaders in crises is to maintain the trust and confidence of those who matter – shareholders, employees, customers, regulators, residents, citizens, voters, etc. Trust is what makes other elements of competitive advantage possible, from stock price to employee morale and productivity to support of regulators.
Trust, in turn, is the consequence of three related but slightly different things:
Promises fulfilled. These can be explicit promises, or implicit promises such as in a brand identity. If we are seen to break a promise, trust falls.
Expectations met. These can be expectations we set ourselves, such as by making promises. Or they can be expectations set by law or by government order. Or they can be expectations set by society. If we fail to meet expectations, trust falls.
Values lived. When those who matter to us experience us as living our stated values, the result is trust. If those who matter to us experience us as not living our stated values, trust falls.
And one of the patterns we notice is that it is much harder to restore trust once it has been lost than to maintain trust before it has been lost.
Asking What should we do? runs the serious risk of failing even to consider stakeholders’ expectations. Worse, it further risks the leader becoming stuck in his or her own perspective, in I/me/we/us. Hence, such crisis whoppers as BP CEO Tony Hayward’s “I’d like my life back,” or even President Richard Nixon’s “I am not a crook.”
Most crisis response failures can be traced back to the ultimate decision-makers focusing on their own frame of reference rather than on their stakeholders.
The right question to ask when determining the appropriate course of action in a crisis is not What should we do.
Rather, it is this: What would reasonable people appropriately expect a responsible organization or leader to do when facing this kind of situation?
For any stakeholder group we can answer the question, What would reasonable members of this stakeholder group appropriately expect a responsible organization or leader to do? to a very granular level. To the level of all employees, or only those employees in this one facility, or only those employees who were present when something happened. We can inventory those granular expectations for each stakeholder group, and we can then work to fulfill those particular expectations.
But regardless the particular expectations of any given stakeholder group, there is a common expectation that applies to all stakeholder groups all the time: In a crisis, all stakeholders expect a responsible organization or leader to care. To care that something has happened; to care that people need help; to care that something needs to be done.
What it means to care may be different from crisis to crisis, or from industry to industry. What it means to care in the early phases of the crisis may be different from what it means to care in the later phases of the crisis. But that we need to care doesn’t change.
The single largest predictor that trust will fall is the perception of indifference. And silence, when there is an expectation of caring, is interpreted by stakeholders as indifference. And it gives our adversaries, critics, media and social media, and trolls the ability to define us as uncaring, or incompetent, or as lacking integrity.
Applying Best Practices to COVID-19 Communication
As the Logos Institute team has studied institutional response to COVIID-19, we have derived these lessons applying the principle of caring to the pandemic.
Begin all communication, whether written or verbal, with a statement of values, or belief, or intent, or motivation. Don’t dive directly into the facts. Audiences are far more likely to read or listen, understand, and remember when the leader creates an emotional connection first, and that begins with the statement of values.
Show you care. Calibrate communication with empathy.
Be direct: No euphemism. Euphemism is confusing to audiences, especially when under stress. If an employee has died because of COVID-19, say so.
Tell the truth: Avoid misleading half-truths. Remember that you’re in this for the long term. And eventually you’ll need employees to continue to want to work for you, and customers to want to do business with you. If you know that layoffs are likely, and you’re asked whether there will be layoffs, it may be tempting to say something literally true — “At this point there is no plan to lay people off.” This may be true, but the question was not about whether there is a plan but rather about whether there would be layoffs. A better response would be “We haven’t made a final decision, and we will do whatever we can to protect employees, but layoffs are a possibility.”
Address all relevant dimensions of the crisis: public health, business crisis, economic crisis, information crisis, competence of government crisis, social crisis, and mental health crisis. It may be tempting to stay in a single frame, say, business crisis. But your stakeholders are experiencing all seven dimensions of the crisis.
Remember that expectations are dynamic. Yesterday’s expectations may not be helpful today. Calibrate against current expectations.
Communicate at multiple levels. Employees and other stakeholders need to hear from more than the CEO. At this point it is better to over-communicate than to under-communicate.
Align on values; allow granular detail appropriate to each level. Whether the CEO or an EVP or VP or department head or project team leader, there should be alignment on the level of values, belief, intent, or motive. But at each level the granularity should be appropriate to the level of the leader doing the communication.
Convey a positive attitude that balances urgency against the provoking of panic. Effective leaders keep the focus on the future even while demonstrating urgency. But emotions themselves are contagious. Leaders need to stop short of provoking panic.
Express emotion, vulnerability, and humility. Arrogance makes empathy impossible, and it is empathy that gets leaders and organizations through a crisis. Leaders are often reluctant to express emotion or vulnerability. But the most effective ones do.
Get good at being on TV. Whether recording a video for public consumption or conducting a meeting via Zoom or Skype or GoToMeeting, leaders need to get good at communicating through a video camera.
Remember, people are feeling very fragile. People are scared; they’re worried about their jobs and their friends and their families. People’s work lives and personal lives have been upended. And some people are being stigmatized. Now is a time that calls for kindness. Effective leaders care.
On March 4, 2020, Logos Institute fellow Yinnan Shen launched a new elective, Elevate Multicultural Competence, for graduate students at Columbia University’s Fu Foundation School of Engineering and Applied Sciences, also known as Columbia Engineering.
The course is designed primarily for international students, who are susceptible to a common challenge of living abroad – culture shock – defined by Michael Winkelman as, “a multifaceted experience resulting from numerous stressors occurring in contact with a different culture.”
(Yinnan sharing her story when she first moved to New York)
Yinnan moved to the United States in 2015. She has dealt with culture shock herself since then and has concluded patterns of what works and what doesn’t when living in a culture outside of one’s own. Equipped with both academic research and lived-through experience, Yinnan shared ways to effectively manage culture shock and adapt to the new culture, with an emphasis on striking a balance between the host culture’s expectations and the values and identities associated one’s home culture.
When what is expected from the host culture and what is acceptable to oneself are in conflict, Yinnan shared, it’s important to consciously make the decision of whether to adapt to the host culture’s expectations in specific situations. She created a two-question decision-making criterion to guide students when deciding whether to or not to adapt.
Yinnan also explained how the process of deliberate adaptation and striking the balance between one’s home and host culture can help build an individual’s multicultural competence, which in turn transforms one’s seeming disadvantaged background into a competitive advantage.
The graduate students Yinnan spoke to were enrolled in Columbia Engineering’s Professional Development & Leadership (PDL) program. Roughly 80% students in the program are international students. The PDL program’s objective is to build the engineering leaders of today and tomorrow, by equipping its students with the skills and tools necessary to maximize performance. The program’s curriculum was developed in part by Logos Consulting Group president Helio Fred Garcia, who teaches ethics, crisis, and leadership as an adjunct associate professor of the PDL program.
All of the 25 students who attended Yinnan’s class were international students, who at the end of the session expressed how much the content resonated with them, and how liberating it is to know they are not struggling alone and that there are ways to effectively deal with the challenges they are facing.
How To Succeed in a PR Agency: Real Talk to Grow Your Career & Become Indispensable, written by Logos Institute colleague Kristin Johnson and her co-author Shalon Roth, was named “22 Best New PR Books To Read In 2020” by Book Authority, the world’s leading site for nonfiction book recommendations.
How To Succeed in a PR Agency was published in January 2019 by Routledge and in the year since has gained awards and recognition in industry and academia. The book guides early to mid-career PR professionals through the day-to-day life of working in a public relations agency and outlines the skills required to excel and build a successful career in PR. The book includes industry insights from 17 PR professionals who represent a variety of PR agencies and client sectors and outline “real world” experiences in practice.
Recognition by BookAuthority is reserved for only the best of the best industry books. Ratings are calculated based on a proprietary technology to identify and rate the best nonfiction books, using dozens of different signals, including public mentions, recommendations, ratings, sentiment, popularity and sales history. BookAuthority does not accept requests to feature a book, nor does it do business with publishers or authors.
BookAuthority serves millions of book recommendations every month, was ranked #1 on ProductHunt, and has been featured on CNN, Forbes and Inc.
00Brian Austinhttps://www.logosconsulting.net/wp-content/uploads/2021/05/HQ-Lambda-Consulting-Lockup-1030x562.pngBrian Austin2020-01-14 10:19:362020-01-14 10:19:36How To Succeed in a PR Agency: Real Talk to Grow Your Career & Become Indispensable Named Among Best PR Books to Read in 2020
On Thursday November 14, Logos Institute for Crisis Management and Executive Leadership hosted roughly 20 graduate students from New York University’s Public Relations League for a session on the work of the Institute and a featured workshop led by Logos Institute fellow Yinnan Shen, on how international students can turn their backgrounds into a competitive edge.
The students are part of NYU’s School of Professional Studies master’s level public relations and corporate communications program, which Institute executive director Helio Fred Garcia co-founded and of which Institute senior fellow Kristin Johnson is an inaugural graduate. Both Fred and Kristin currently teach courses in the program on crisis communication and public relations consulting respectively. Yinnan also graduated from the NYU program in 2017 and has guest lectured in the program since joining Logos.
The session kicked off with a formal welcome from Fred and Kristin. Kristin shared her professional journey in public relations industry with students, as well as details about the recently published book she co-authored with Shalon Roth How to Succeed in a PR Agency.
Fred introduced the work of Logos Institute and of Logos Consulting Group, the parent company of Logos Institute, followed by a description of the methodology of creating changes in people that Logos implements, which was originally developed by PR pioneer and first PR professor (at NYU) Edward L. Bernays. Fred also noted that much of the public relations industry has wandered far from the way the field was originally defined by Bernays: “a vocation applied by a social scientist who advises a client or employer on social attitudes and the actions to take to win the support of the public on whom the viability of the client depends.”
Yinnan then took over and delivered her newly-developed content on culture shock and elevating multicultural competence. She began by conceptualizing a common challenge international students face when living abroad – culture shock, defined by Michael Winkelman as “a multifaceted experience resulting from numerous stressors occurring in contact with a different culture.” She then shared strategies to effectively adapt to a new culture and to manage culture shock.
In the final part of the workshop Yinnan shared how to strike a balance between one’s home culture and host culture. She closed the workshop by offering a path forward to build multicultural competence through the process of dealing with culture shock and ultimately transform one’s international background into a competitive advantage in the workplace.
Many students stayed back after the presentation and had small-group and private discussions with Yinnan, in which students affirmed that they are going through culture shock and what was shared can help them build self-esteem and navigate life and study in the U.S..
Yinnan Shen developed the content based on both existing research and her own experience of being an international student from China at NYU four years ago. Yinnan is now a fellow at Logos Institute and an associate at Logos Consulting Group. She joined Logos in 2017, and has since researched and developed intellectual capital including how leaders can do diversity and inclusion right, and how neuroscience and psychology can be applied to the art of leading and communicating. Yinnan has taught at corporate clients and academic institutions, including the master’s program Public Relations and Corporate Communication at New York University and Icahn School of Medicine at Mount Sinai.
00Brian Austinhttps://www.logosconsulting.net/wp-content/uploads/2021/05/HQ-Lambda-Consulting-Lockup-1030x562.pngBrian Austin2019-11-18 16:08:172019-11-18 16:08:17Yinnan Shen Leads Workshop on Elevating Multicultural Competence for NYU PR League