Comments for Crisis Management Experts http://www.path2solutions.com/blog Critical Incident Stress Management and Organizational Consulting Sat, 22 Nov 2008 03:29:43 +0000 http://wordpress.org/?v=2.2.1 Comment on The Respected Manager by Stuart Osgood http://www.path2solutions.com/blog/the-respected-manager/#comment-339 Stuart Osgood Sun, 02 Dec 2007 16:05:57 +0000 http://www.path2solutions.com/blog/the-respected-manager/#comment-339 Thanks for adding a layer of substance over the usual "Dilbert" level of managerial understanding. I continue to read with interest each new post -- Stuart Osgood, VP of Human Resources. Thanks for adding a layer of substance over the usual “Dilbert” level of managerial understanding. I continue to read with interest each new post — Stuart Osgood, VP of Human Resources.

]]> Comment on A Scenario for our Readers to Ponder… by Juan Yun Guy http://www.path2solutions.com/blog/a-scenario-for-our-readers-to-ponder/#comment-124 Juan Yun Guy Wed, 12 Sep 2007 00:20:57 +0000 http://www.path2solutions.com/blog/a-scenario-for-our-readers-to-ponder/#comment-124 There is more than one way to catch a fish and if John is able to hang out with his buddies/girlfriend and catch more fish than the people hanging out at the pier during the day, then so be it. Who's to say that John isn't working at 11PM, when the rest of his fellow fishermen are sound asleep? As a manager, however, I would make it very clear that deception is not the way to go when it comes to building a relationship with one's management team. I would also make it clear that his excellent performance has not gone unnoticed and I wouldn't want his performance review to be dilluted because of his failure to be honest regarding his during the day where-a-bouts. Depending on what motivates John, I would give him an incentive to increase his sales by x percentage, e.g. an extra week off, dinner w/ his girlfriend on the company, etc. ...my 2 cents... There is more than one way to catch a fish and if John is able to hang out with his buddies/girlfriend and catch more fish than the people hanging out at the pier during the day, then so be it. Who’s to say that John isn’t working at 11PM, when the rest of his fellow fishermen are sound asleep?

As a manager, however, I would make it very clear that deception is not the way to go when it comes to building a relationship with one’s management team. I would also make it clear that his excellent performance has not gone unnoticed and I wouldn’t want his performance review to be dilluted because of his failure to be honest regarding his during the day where-a-bouts.

Depending on what motivates John, I would give him an incentive to increase his sales by x percentage, e.g. an extra week off, dinner w/ his girlfriend on the company, etc.

…my 2 cents…

]]> Comment on A Scenario for our Readers to Ponder… by Talia LaPushin http://www.path2solutions.com/blog/a-scenario-for-our-readers-to-ponder/#comment-123 Talia LaPushin Tue, 11 Sep 2007 14:57:44 +0000 http://www.path2solutions.com/blog/a-scenario-for-our-readers-to-ponder/#comment-123 As an employee in a professional environment I see many colleagues who take care of personal business during work hours and thereby diminishing their overall productivity. If I was in a management position I would seriously question my employees bottome-line feelings towards his/her job. Is there something else going on at home? Are your responsibilities for your job too mediocre..do you feel valued enough. Do you realize your contribution and role in the company? All of these feelings can unknowingly suck the life out of any great employee. I would imagine that if an employer was able to level with an employee on a personal interest level rather than just as a piece of the puzzle in a the company...a clearer solution might be possible. As an employee in a professional environment I see many colleagues who take care of personal business during work hours and thereby diminishing their overall productivity. If I was in a management position I would seriously question my employees bottome-line feelings towards his/her job. Is there something else going on at home? Are your responsibilities for your job too mediocre..do you feel valued enough. Do you realize your contribution and role in the company? All of these feelings can unknowingly suck the life out of any great employee. I would imagine that if an employer was able to level with an employee on a personal interest level rather than just as a piece of the puzzle in a the company…a clearer solution might be possible.

]]> Comment on Crises Are Opportunities by Milton Legendre http://www.path2solutions.com/blog/crises-are-opportunities/#comment-9 Milton Legendre Sat, 11 Aug 2007 03:00:48 +0000 http://www.path2solutions.com/blog/crises-are-opportunities/#comment-9 When a crisis incident occurs it can be an opportunity to strengthen or wreak havoc in many parts of our lives. As a paramedic/LVN in a small community, I see relationships grow stronger or break apart. The largest factor that plays in the way it goes is the support we have from family, friends, and professionals trained to help in these incidents. Not talking about it does not make it go away, it is imperative that we talk about our feelings and our fears about the crisis. Placing blame in the wrong context can also make a crisis worse and blow up out of proportion. In todays world, when a crisis does happen many people are away from family and are limited to who they can turn to. Having a professional to release tension and fears is very important. Many companies don't understand this, especially if they have a substantial number of young people who work for them. They might have a spouse they can turn to, but the spouse might be to young to understand the disposition of their loved one and not know how to respond. The spouse with the crisis might find a spouse who does not respond and give the impression they don't care or find a spouse who angrily vents back because they don't understand the post traumatic effects. Companies need to respond quickly to keep viable and productive employees after a crisis event has occured. Professionals are needed to help, even those who are use to seeing crisis events such as police, fire, and ems have counselors are standby for assistance. When a crisis incident occurs it can be an opportunity to strengthen or wreak havoc in many parts of our lives. As a paramedic/LVN in a small community, I see relationships grow stronger or break apart. The largest factor that plays in the way it goes is the support we have from family, friends, and professionals trained to help in these incidents. Not talking about it does not make it go away, it is imperative that we talk about our feelings and our fears about the crisis. Placing blame in the wrong context can also make a crisis worse and blow up out of proportion. In todays world, when a crisis does happen many people are away from family and are limited to who they can turn to. Having a professional to release tension and fears is very important. Many companies don’t understand this, especially if they have a substantial number of young people who work for them. They might have a spouse they can turn to, but the spouse might be to young to understand the disposition of their loved one and not know how to respond. The spouse with the crisis might find a spouse who does not respond and give the impression they don’t care or find a spouse who angrily vents back because they don’t understand the post traumatic effects. Companies need to respond quickly to keep viable and productive employees after a crisis event has occured. Professionals are needed to help, even those who are use to seeing crisis events such as police, fire, and ems have counselors are standby for assistance.

]]> Comment on Critical Incident Stress Management in Action in New York… by Richard Kennelly http://www.path2solutions.com/blog/critical-incident-stress-management-in-action-in-new-york/#comment-2 Richard Kennelly Tue, 31 Jul 2007 12:28:27 +0000 http://www.path2solutions.com/blog/critical-incident-stress-management-in-action-in-new-york/#comment-2 As you noted: <i>The first crisis communication is meant to provide: 1) “accurately as known” information about the incident (what happened, where it happened, the status of those in proximity); 2) current safety issues and precautions, if any; 3) workplace operational announcements; 4) communication plan information (the systems that will be utilized for updates, questions, reporting, etc.); and 5) resource availability (such as transportation, shelter, food, clothing, equipment, first aid, and emotional support and intervention). </i> As a New Yorker who watched the Towers come down on 9-11-01, if New York City had heeded your sage advice above, then the trauma to the City-at-large would have/could have been much ameliorated. I think that ONE of the problems was that New York did not have such a crisis management structure in place, and we are still suffering the consequences. If only . . . Thank you for this posting, Richard Kennelly New York, NY As you noted:
The first crisis communication is meant to provide: 1) “accurately as known” information about the incident (what happened, where it happened, the status of those in proximity); 2) current safety issues and precautions, if any; 3) workplace operational announcements; 4) communication plan information (the systems that will be utilized for updates, questions, reporting, etc.); and 5) resource availability (such as transportation, shelter, food, clothing, equipment, first aid, and emotional support and intervention).

As a New Yorker who watched the Towers come down on 9-11-01, if New York City had heeded your sage advice above, then the trauma to the City-at-large would have/could have been much ameliorated. I think that ONE of the problems was that New York did not have such a crisis management structure in place, and we are still suffering the consequences. If only . . .

Thank you for this posting,

Richard Kennelly
New York, NY

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