Leadership in times of crisis with TMA?

Boom! There it is, the coronavirus. With a massive impact, it forces us to revisit life’s fundamental aspects. Challenges at work and home suddenly converge for me too. The result is a stress reaction. Stress can lead to burnout, but it can also foster growth! Entrepreneurs and leaders can harness this potential if they remain vigilant. It’s understandable that shifts or even job losses cause stress. The weight of responsibility rests heavily on your shoulders. You’re scouting the best opportunities for yourself and your team. Interestingly, without a certain level of stress, growth often remains elusive. It’s precisely this “tension” that can be channelled into action… and through action, we learn.

Turning a significant event like this into what we call Post-Traumatic Growth (PTG) is an art. In other words, it’s about transforming a traumatic experience into exponential growth for individuals, organizations, and even nations—something I wholeheartedly endorse. When I talk about growth, I don’t mean returning to the pre-trauma state; rather, it’s about further development. PTG can catalyze positive changes across various domains: appreciating life and oneself, setting new priorities, feeling greater personal strength, identifying fresh opportunities, and enhancing closeness in relationships (Zoellner & Maercker, 2006).

However, it’s essential to recognize that every person is unique, with distinct needs. Everyone responds differently to intense experiences. What remains universal is that such experiences often lead to the stress you mentioned. Interestingly, the negative consequences of prolonged stress are often more apparent to others than to the individual experiencing it. In times of crisis, maintaining contact and seeking feedback becomes crucial for growth and self-awareness.

Leadership in times of crisis

As a leader/manager, there are several things you can do to achieve Post-Traumatic Growth (PTG). Everyone craves clarity, so provide it. Be open and transparent, and don’t hesitate to admit when you don’t have all the answers. A directive leadership style is effective during times of crisis. Key points for a positive impact include resilience, optimism, and an active coping approach (solution-oriented mindset).

Lead by example. In other words, by maintaining a positive outlook, taking care of yourself, establishing a routine, and always being aware of your environment, you support your team as a leader. Your actions serve as an automatic example for others. This reminds me of the advice General Middendorp gave us (5 Applied Psychology students) during a personal interview—an experience that left a lasting impression on me.

‘’Always be aware of your environment’’

Generaal Middendorp

A practical approach that has been used by the military for years and one that we also advocate for is the buddy system: pairing employees as buddies who are responsible for each other. This can be implemented during team activities when onboarding new employees, and throughout the year. The buddy system encourages people to look out for one another and ensures mutual support. Especially during breaks, whether taken together (online or offline) or during a quick game, this system fosters a sense of camaraderie.

Lastly, I’d like to share a valuable perspective from the TMA Methodology. The insights it provides help you understand your own and others’ needs and talents. With broad applicability and practical guidance, it enables you to navigate the current situation more effectively. By asking the right questions, you can swiftly adapt to the needs of both your employees and yourself, ultimately addressing the growth and development that lie hidden within stress. It’s a challenge, no doubt, but together, you can emerge even stronger.

Practical examples from Talents (TMA)

''People with a high need for contact now working from home (Talent -> Connecting)''

They are likely to experience a challenge in fulfilling this need right now and may lose energy in this situation. So it is important to explore opportunities to fulfil this online.

''People with little need for support, (Talent -> Self-reliant)''

These individuals prefer working independently, solving problems, and being task-oriented. Often, their response when asked if they need help is “No.” While this self-reliance is beneficial, expressing vulnerability and emotions is less common for them

"People with little need for order & structure (Talent -> Creative)''

Absolutely! These individuals are ready to roll! New circumstances demand creativity, and there’s no shortage of challenges to devise solutions for. They thrive on this… but when things get hectic and practical, they might lose sight of the big picture. While generating ideas comes naturally to them, translating those ideas into concrete actions is where their opposite talent shines—a crucial aspect to consider for effective collaboration.In the current climate, they might struggle a bit with maintaining a daily rhythm and eating regularly. Help them establish work schedules, adhere to breaks and time blocks, and consider agreeing to wrap up the workday together. After all, it’s not just about a “stand-up”—sometimes, a “sit-down” is equally important.

How can we help you and you as a manager?

If you are reading this and have access to a TMA Talent Analysis, we recommend taking a look and reflecting on the following questions: What do I personally need? How can I fulfil those needs? And how can I leverage my talents optimally? If you’re seeking inspiration, advice, or a Talent Coach, we invite you to get in touch with one of our TMA-certified Peoples consultants and Team Coaches via Peoples HR.

For organizations already using the TMA methodology, explore the online dashboard to understand your group’s requirements. If you’re unfamiliar with TMA or have other questions, feel free to ask—I’m here to assist.

Source: Maarten van der Zanden from Peoples HR Managing Consultant | Peoples | Talent Development & Reward

Maarten van der Zanden

Begin with TMA

Consultants

As a consultant, you guide your clients by implementing TMA Talent Management. Your starting point is positive psychology.

Organizations

As an organization, you want to implement the TMA positive psychology tools and TMA Talent Management Method in your own organization.

Coaches

As a coach, you believe in positive psychology, talent and opportunities that make a difference to the candidates you coach.

Leadership in Crisis Time?

Without stress, no growth!