Week 1 Assignment Paper: Describe Crisis Leadership

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Question 1
Crisis leadership is a strong, effective leadership that an organization needs to survive during a crisis (Muffet-Willet and Kruse 2008). It requires leaders to be flexible and prepared to make tough decisions no matter the situation. A leader should adapt to a dynamic environment which is complex. Crisis leadership demands that leaders respond quickly to a crisis despite the challenge.
Crisis leadership requires collaboration between the employees and the supervisors to ensure that disaster training is implemented in the organization (Vinch 2016). It is critical that the crisis leaders should be exposed to situations that require them to put their skills into action. They need to be challenged early enough so that they can determine their ability to make a decision under stressful situations. It is paramount that crisis leaders develop an ability to listen to others in the organization. Perl 2005 states that excellent listening skills are essential to allow them to make an appropriate decision under pressure. The management of crisis requires that a leader learns from others to update their plans. They are proactive to study what happens to other organizations and ask themselves what they could have done if they were in the same situation.
Question 2
Muffet-Willet and Kruse 2008 identify various ways through which organizations can train their employees. The first one is executive coaching which involves an external consultant training a manager on decision-making processes. The model emphasizes developing the managers to enable them to change the organizational behaviors. It is based on specific issues which make its application easier. Secondly, a company can use mentoring programs is based on accomplished employees helping new or inexperienced ones to become proficient. The mentor is usually in a higher position and helps the protégé know how the organization functions. Another method is computer-based training and simulations which are used when introducing a complex issue which requires a thorough analysis. The methods use a set of techniques which substitute the experience hence the trainees can get immediate feedback on their actions. The last method is training exercises which make use of both scenarios and interpersonal skills to train employees on how to react to different situations. The participan...