Preparation for Crises: The Key to Business Survival
During the COVID-19 pandemic, businesses with crisis management strategies were able to survive. Despite 64% of leaders stating their organizations are prepared for crises, only half have the processes and organizational culture to adapt quickly, according to Orduña Talent Services’ study “Leadership in Times of Crisis in Mexican Organizations 2025.”
Lack of Support from Superiors
The report highlights that although 70% of managers have autonomy to make decisions during difficult times, 30% lack support from their superiors. This lack of backing limits the response capacity and creates an environment where taking action may be perceived as a risk rather than a shared responsibility, according to Osval Orduña Saide, partner at Orduña Talent Services.
Microsoft WorkLab further supports this, as seven out of ten managers report not having the influence or resources to implement changes favorable to their teams.
Pressure Leading to Hasty Decisions
The pressure on managers, balancing workers’ issues and upper leaders’ requests, often results in hasty decisions, according to DDI consultancy. Emily Field of McKinsey explains that middle management’s limits are growing due to increasingly complex situations and the need to execute commercial objectives in restricted environments as organizations cut costs.
Orduña emphasizes that managers need institutional support to make decisions, especially during crises. Rapid decisions are insufficient; they must address needs and communicate with humanity, consistency, and direction.
The Role of Middle Management in Organizational Change
Middle management is responsible for driving change and transformation in organizations, guiding collaborators, and equipping them to face crises. If a manager is in a burnout state, the impact will be felt by employees, with 70% of managers accepting a salary cut if their mental health is directly affected, according to Workforce Institute.
Empathetic leadership is crucial in this context, as 68% of Orduña Talent Services’ survey respondents agree. This shift reflects a significant change in recognizing leadership skills: it’s no longer just about results but connecting humanly, actively listening, and providing emotional support.
Key Questions and Answers
- What is the main issue highlighted in the study? The main concern is that although most managers have autonomy to make decisions during crises, they often lack support from top management.
- How does the pressure on middle managers affect decision-making? The pressure leads to hasty decisions, as middle managers struggle to balance various demands and limited resources.
- Why is institutional support crucial for leaders during crises? Institutional support enables leaders to make informed decisions that address the needs of their teams and communicate effectively.
- What role do middle managers play in organizational change and crisis management? Middle managers are responsible for driving change, guiding employees, and equipping them to handle crises.
- Why is empathetic leadership important in times of crisis? Empathetic leadership fosters a human connection, active listening, and emotional support, which are essential during challenging times.
