How to Support Leaders During Challenging Times

Saying it’s been a tough few years to lead would be an understatement. Navigating Covid-19, transitioning to remote and hybrid work, surviving rampant burnout, and pivoting with economic markets are just a few reasons leaders have been challenged.  

However, right when you think it should be getting easier, fears of global recession and news of massive layoffs at companies like Meta, Salesforce, and Wells Fargo add additional layers of complexity. 

In times like this, people need to sense hope, witness courageous acts, feel encouragement, see sound strategy, and experience elite decision-making. These only happen with excellent leadership. As I tell professionals in our leadership workshops,

Leaders are always needed, especially during challenging times.  

While it might seem like all great leaders have an S on their chest and wear capes, they don’t. They are ordinary people, just like you and me, who choose leadership and receive significant support from others.  

No one except God knows what the future holds for sure. However, there will always be problems to solve, challenges to overcome, and unbroken barriers to break. This is precisely why leaders are needed more than ever and why it’s our job to support those who choose to lead.  

Here are three detailed ways the best companies support leaders during challenging times:

1. Reward and Recognize Their Contributions

Surprisingly, most companies still use financial incentives to motivate their employees to perform. Economists, psychologists, and sociologists have found the more sophisticated and creative a task is, the more counterproductive incentives are. Check out Daniel Pink’s presentation on what motivates us to learn more.  

Effective leadership is a collection of both simple and complex skills that are as much art as science. This means leaders need the opposite of financial incentives to lead their best.  

Effective leadership is a collection of skills that are as much art as science.

Hubert Joly, the former CEO of Best Buy, who led the company in one of the great turnarounds in American business history, wrote in his book The Heart of Business, “If financial incentives do not motivate us personally, why would we think they motivate others? I now believe financial incentives are:

  • Outdated
  • Misguided
  • Potentially dangerous and poisonous
  • Hard to get right in any event

He continued, “Financial incentives are outdated as they were designed for a different type of work.”

Whether you agree or disagree with Joly, we know money is essential to life. So this is not to demonize money. It’s to open eyes to a different type of support leaders need. What leaders need during challenging times is to reward and recognize their contributions. As I wrote in Building the Best, “people have three needs- they need to feel well-liked, important, and appreciated. One way to fill these basic needs is to give authentic praise.”

People require appreciation for what they have done to continue doing more if it in the future.

To adequately support leaders during challenging times, find ways, big or small, to reward and recognize their contributions in ways that go beyond incentives. For example, give them an award, write them a letter, or say “thank you.” 

2. Reinvest In Their Development

Creating time, space, and money for development isn’t easy when things are busy and challenging. However, Starbucks recently opted for a different approach hosting a District Manager Leadership Experience for two days for over 2000+ leaders in person. The theme of the event was taking ownership and being accountable for results. 

Howard Shultz told Starbucks leaders at the event, “The future of Starbucks is sitting in this room. After 51 Years of growth, success is not an entitlement. The future of Starbucks is whether or not we’re going to understand what is at stake. Starbucks is not entitled to our customer’s business, we earn it.” 

Success is not an entitlement. Personal growth is a requirement for future success.

The cost of the event alone would detract from such an event for most companies. Think about 2,000 District Managers’ travel and expenses alone. Not to mention the cost of food, drink, entertainment, venue, outside speakers, and employees’ productivity to be away at training. An educated guess of the cost of the event would be $5-7M. 

However, the education, inspiration, and application from such an event will far outweigh the cost. As Boxer Manny Pacquiao said, “if you work hard in training, the fight will be easy.”

3. Inspire Them With Vision

Vision provides hope. The late great Dr. Myles Munroe used to say, “Vision is the capacity to see beyond what your eyes can see.” While Munroe’s words may sound funny, our eyes are the enemy of a great vision. This is because they are limited to what you can physically take in.  

When times are challenging and we are working in the weeds, it’s hard to look above the clouds and have a vision for a brighter future. Regardless of your role, inspire people going through challenging times with vision of a brighter future. The reason is simple, the future can provide limitless hope, and hope breathes life into people.

The future can provide limitless hope, which breathes life into people.

Talk positively about the future, highlight what’s working, and focus on what great things will happen because of the effort given today. 


There is nothing easy about leading during challenging times. Recognizing contributions, Investing in Development, and Inspiring with Vision are just a few strategies to support leaders. Replanting core values and giving paid time off are other great tactics.  

Regardless of how you support leaders during challenging times, the key is that you are doing it. Because if there is one thing I know for sure, leaders need help, and no amount of it is too small.  

What are other ways to support leaders during challenging times? Tell me in the comments. Your comment might be highlighted it in an upcoming newsletter.

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About the Author John Eades is the CEO of LearnLoft, a leadership development company helping executives and managers to lead their best. He was named one of LinkedIn’s Top Voices in Management & Workplace. John is also the author of Building the Best: 8 Proven Leadership Principles to Elevate Others to Success. You can follow him on Instagram @johngeades.

Why the Best Leaders Look at Challenges as Opportunities

Business challenge and risk concept

Overcoming complex challenges can be tough. You’ll have moments when you feel your only option is to give up. Doubt, stress, and obstacles can come in intense waves. Challenges, especially as a leader, are a journey with many steep mountains. 

But if you want to be a successful leader- the sort you were created to be, it requires looking at challenges as opportunities. Because the best leaders know challenges are opportunities wrapped in ugly wrapping paper. 

The best leaders know challenges are opportunities wrapped in ugly wrapping paper. 

To take this idea even a step further, approach challenges not as something you have to deal with, not even as something you get to deal with, but as something you choose to solve. 

In research by LearnLoft, we have found that there are a set of common challenges that leaders face regardless of industry. While they are typically described differently with varying symptoms and players, the root of the issues remains the same. These eight challenges are faced by middle to upper managers pretty uniformly. 

So what are these opportunities wrapped up as challenges in ugly wrapping paper?

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1. Inspiring Others

This challenge is number one because inspiration is the core difference between managers and leaders. Managers use authority and titles to demand behavior while leaders inspire action. 

2. Redefining Culture 

Another challenge facing leaders today is redefining their culture amidst remote & hybrid work. Redefining and maintaining an elite culture is difficult but ultimately attainable. 

3. Meeting the Needs of Team Members

The challenge of consistently trying to meet every team member’s needs and expectations is wildly complicated. If that weren’t enough, the number of direct reports leaders now are responsible for has increased by 25% or more on average. This means devoting adequate time to more people is hard. 

4. Enabling Change

The challenge of opening people’s hearts and minds to different ways of thinking and behaving than they are previously accustomed to is difficult because we are wired to resist change. However, every industry is in a state of transformation, so change is required to stay ahead or advance past the competition. 

5. Developing Skills

Whitney Johnson, Author of Smart Growth, highlighted developing people as a significant leadership challenge. She told me, “People want to grow. They want more because the Great Resignation is really the Great Aspiration. Leaders have the humility to grow themselves to grow their people.” There is nothing easy about coaching skills and creating new opportunities for people to develop. If this is a struggle for you, check out the upcoming Coaching for Excellence workshop. 

6. Recruiting Talent

The challenge of recruiting talented people is evergreen. However, there isn’t a leader I have coached or trained in the last twelve months that isn’t concerned with recruiting more than they used to be. The labor shortage has hit nearly every industry.

7. Creating an Excellent Team 

A challenge for any leader is to bond people together to accomplish more than they can on their own. A team, by definition, is a group of people that come together to achieve a common goal. While it might sound simple, it’s anything but, especially in remote work and mental health crises. 

8. Unlocking Elite Execution 

A significant opportunity for any leader is improving daily execution. Monte Peterson, Principle of CDA Group and expert in all things execution said it well, “For as much as people talk about execution and claim it as the reason their organization’s plan was met with failure for yet another year, it just proves that not many really understand it.” 

9. Avoiding Burnout 

The most emerging challenge facing leaders today is avoiding burnout in themselves and their team. There is immense pressure from the C-Suite to increase results faster. While speed is essential, it also causes burnout. 

When leaders solve these nine challenges they will have more fulfilled, engaged, and productive team members. 

How to Begin to Solve These Leadership Challenges

Solving some or all of these will require ongoing effort, strategy, and modifications. Here are a few solid ideas to help you in the short term. 

Earn Trust and Strengthen Relationships

Leadership has always been about relationships, but trust-based relationships are more important than ever. Remote and hybrid work has made it increasingly difficult to have authentic and genuine relationships built on the bond of mutual trust.  

Great leaders build authentic and genuine relationships built on the bond of mutual trust. 

In Building the Best, I wrote about a way to build trust called “The Trust Compound Theory.” This means you get the opportunity to develop stronger bonds of mutual trust by sharing your competence, showing you care, and exposing your character. 

Empower Others to Solve Problems

You will solve more problems and overcome challenges faster and more effectively if you empower others to make decisions. The word empower means “to give control over another’s life and the authority to do something.” So often, managers do the opposite of empowering. They micromanage when challenges arise. 

Suppose you want to get better at empowering your people and inviting them into the problem-solving process. In that case, it starts with making them aware that solving problems is a part of their job responsibility regardless of their title. 

Make team members aware that solving problems is a part of their job responsibility regardless of their title. 

Come up with a Maximizing Mantra for the Year

There will always be priorities and market changes that grasp your people’s attention. With as fast as the business world is moving, we are past the point of being able to have a one-item execution list. 

However, you can create a maximizing mantra to create consistent energy on a team or company. A Maximizing Manta is a short and simple phrase that provides clarity, is action-oriented, and is fun. A few of my favorite examples include:

  • Let’s Go
  • Move the Needle
  • Row the Boat

When you or your team come up with a Mantra for the rest of this year, please put it on walls, T-shirts, or slack channels. Use it to keep it in the forefront of your people’s eyes and hearts. 

Recommit to Core Values 

Take a lesson from Meta’s CEO, Mark Zuckerburg. After two decades of running one of the largest tech companies in the world, they have reset and added new core values to help prepare for a more distributed, more honest, and faster future. 

On a recent episode of the Tim Ferris Podcast, Zuckerberg said, “One of the things that I’ve always found is you can … get an organization and a team through almost any challenge as long as you can maintain good cohesion.”

He outlined five refreshed core values and precisely what they meant to him and his team at Meta. 

Reward and Recognize Effort

One of the biggest reasons teams consistently face the same challenges is because leaders are too critical of their team. Instead of encouraging them to persevere and looking for new and better ways to solve problems, they judge.  

People tend to shut down and give less than their maximum effort when this happens. While there are places for critical feedback and tough conversations, more leaders must start rewarding and recognizing the positive effort team members demonstrate daily. 

Leaders must start rewarding and recognizing the positive effort team members demonstrate daily. 

A great trick for this is to give at least three positive comments to every critical one.  


If there has ever been a time to turn challenges into opportunities, it’s right now.  

It’s my hope these strategies will help you turn your team or organization run toward these opportunities because that’s precisely what the best do.  

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About the Author John Eades is the CEO of LearnLoft, a leadership development company helping executives and managers to lead their best. He was named one of LinkedIn’s Top Voices in Management & Workplace. John is also the author of Building the Best: 8 Proven Leadership Principles to Elevate Others to Success. You can follow him on Instagram @johngeades.

How Great Leaders Overcome the Current Talent Shortage

Search for talent or looking for employee

There is no shortage of challenges facing leaders today. Leading remote teamscommunicating the company return to the office policy, navigating a rapidly changing market, and handling a constricted supply chain, just to name a few. While these are all legitimate constraints, there is one challenge rising above the rest, acquiring talented professionals.  

Don’t just take my word for it; the stats regarding acquiring talent in the short term are staggering. According to the Allegis Group’s Global Workforce Trends Survey, 79% of respondents in North America experience challenges acquiring critical talent. In addition, Randstad Sourceright’s 2021 Talent Trends Report found, 40 percent of human capital leaders report that talent scarcity has negatively impacted their organization – the highest total in the past five years. 

As jaw-dropping as these statistics are, the talent shortfall appears to be here to stay. A recent Korn Ferry study found by 2030, there will be a global human talent shortage of more than 85 million people, resulting in $8.5 trillion in unrealized annual revenues. 

The Problem Isn’t Isolated.

The talent shortage isn’t just forcing some teams or businesses to have to close or pause operations; it’s also contributing to the rising employee burnout problem. When a team is short on staff, it causes team members to work longer and harder to pick up the slack. The managers of teams in this situation might not recognize it, but leaders certainly do. 

Managers care about short-term productivity regardless of the price. Leaders care about the long-term price of productivity.  

Most managers focus solely on results. Leaders recognize results matter, but they see a world beyond just immediate outcomes.  

Since the talent shortfall is here to stay and the problem isn’t isolated, what can you do to thrive in this challenging environment?

Recruit Year-Round, With Everyone

Coaches in NCAA Division 1 college athletics know that to be great over a long period of time, they must recruit year-round and not just during open recruiting periods. The same is true in the workplace.  

Mark Wojcik, Founder & President at HireLevel, told me, “Be consistent and be flexible. Be consistent in your interview process and your communication. Be flexible with requirements and with candidate qualifications. Because at the end of the day, great leaders can harness great potential.”

Great leaders can harness great potential.

Instead of waiting until the need is extreme, every single team member, from the CEO to a front-line employee, should feel responsible for attracting talented people to the organization consistently. 

Look for “Cultural Cofounders.”

In the middle of talent crunches, it’s easy to forget about hiring for a good culture fit and settle for the thinking that “any warm body will do.” While it might help you in the short-term, this will no doubt hurt your team in the long run.  

On a recent episode of The Masters of Scale podcast with Reid Hoffman, Workday’s CEO Annel Bhusri talked about personally interviewing their first 500 employees for what he called “cultural co-founders.” The idea was, “if we hired the right first 500, it would give us the next 5,000 because they would be with the company for 10+ years to uphold the culture and attract the people that fit our culture well.”

“The best leaders hire for culture fit and for people who desire to get better.”

While this might seem extreme, if you are going to create a development and people-first culture, you better be sure to hire the right people who fit your culture and desire to progress.

Be Proactive for Talent Outside Your Vertical

W. Chan Kim & Renée Mauborgne coined the terms red and blue oceans to denote the market universe in their book, Blue Ocean Shift. The idea being, Cutthroat competition turns the ocean bloody red. Hence, the term ‘red’ oceans. Blue oceans denote all the industries not in existence today – the unknown market space, unexplored and untainted by competition.

While seeking talent isn’t a perfect fit to their idea, there is excellent value, seeking talent in professionals outside your traditional vertical. For example, I have been helping an upstart in the automotive industry seek talented customer service and salespeople. Instead of looking for people with experience in the automotive industry, we are looking for people who have hospitality service experience, because technical knowledge is easier to teach than a servant’s heart.  

Find an alternative industry where talented people have developed great leadership skills and be proactive in getting them to make the switch. It might be precisely what they are looking for, and no one is reaching out to them. 


There is nothing easy about the current talent shortfall, especially in specific industries like hospitality and manufacturing. However, if you recruit year-round, look for cultural cofounders, and focus on the untapped people outside your vertical, you will be on your way to a more talented team.

Lastly, as I tell my team all the time, “if it were easy, everyone would do it well.”

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About the Author: John Eades is the CEO of LearnLoft, a leadership development company helping executives and managers to lead their best. He was named one of LinkedIn’s Top Voices in Management & Workplace. John is also the author of Building the Best: 8 Proven Leadership Principles to Elevate Others to Success. You can follow him on Instagram @johngeades.