Leading Through Change, Challenge, and Constraint
Bringing calm, clarity, and compassion to teams facing unexpected transitions and organizational uncertainty
Leadership Under Pressure
Crisis #1: Sudden Leadership Departure
Team Lead unexpectedly left during critical project phase
The Challenge
- Team suddenly without direction
- Critical projects at risk
- No clear succession plan
- I still had my own full project load
Immediate Actions
- 1Built central source of truth: Created detailed Confluence page documenting every project, designer, timeline, and blocker
- 2Proactive reporting: Began regular briefings to Senior Design leadership on status, risks, and needs
- 3Maintained delivery: Continued delivering as Senior Designer while leading team
Outcomes
- Projects stayed on track
- Demonstrated leadership readiness
- Paved way for management transition
- Maintained team stability
Crisis #2: Organizational Restructuring
Multiple PM layoffs, shifting priorities, limited communication
The Challenge
- Several Product Managers laid off
- Priorities shifting weekly
- Limited communication from leadership
- High uncertainty and anxiety
Leadership Strategy
- 1Communication plans: Structured what to share and when, with guidance for Team Leads vs individual contributors
- 2Transparent updates: Consistent communication even when information was incomplete
- 3Emotional support: Regular Team Lead check-ins for coaching and emotional stability
- 4Graceful pivoting: Quick adjustments while protecting team from confusion
Results
- Team stayed focused and engaged
- Morale remained intact
- Continued strong delivery
- Zero team attrition
Crisis Leadership Framework
Calm
Bringing stability and composure when others are experiencing uncertainty and stress
Clarity
Providing clear communication, documentation, and direction when information is fragmented
Compassion
Acknowledging human emotions and providing psychological safety during transitions
Core Leadership Strength
Leading through challenge revealed one of my core leadership strengths: the ability to bring calm, clarity, and compassion in moments of uncertainty. By providing structure where there was chaos, and empathy where there was anxiety, I helped my teams not just survive change—but grow stronger through it.
Consistent Crisis Leadership Outcomes
Engagement Through Crisis
Over five pulses (Oct '23–Oct '24), our team maintained a 4.04 Gallup composite (top 45th percentile) with ±0.04 variance, despite multiple leadership and process changes.
How We Did It
✅ Operational Continuity
Despite organizational disruption, leadership stability protected business outcomes:
Operational Excellence
- ContinuityDesign projects stayed on track, deadlines met
- CommunicationClear upward flow of information maintained
- QualityDesign standards upheld despite disruption
Team Resilience
- StabilityTeams remained cohesive and engaged
- RetentionZero attrition during crisis periods
- GrowthTeams emerged stronger from challenges
Leadership Credibility
- TrustSenior leaders relied on consistent, honest updates
- ReputationEstablished as steady, reliable leader
- BalanceOperational excellence with human empathy
Long-term Impact
- ReadinessDemonstrated preparedness for higher roles
- SystemsCreated frameworks for future crises
- CultureEstablished resilient team culture
We treated change as something we do with people, not to them—listening first, then co-creating expectations.
Crisis Leadership Insights
What I Learned
- Proactive communication prevents rumors and builds trust
- Documentation systems become critical during transitions
- Emotional leadership is as important as operational leadership
- Stepping up in crisis demonstrates readiness for advancement
Leadership Philosophy
Crisis doesn't create character—it reveals it. The most impactful leaders are those who can maintain their composure, provide clear direction, and care for their people when uncertainty is highest. These moments aren't obstacles to overcome, they're opportunities to demonstrate the kind of leader others can depend on.