Arnt Eriksen

A positive atmosphere is great, but it can sometimes lead to complacency. What you need is a Culture of Accountability. Focus on setting clear expectations and holding everyone to them, including yourself. Accountability doesn’t mean rigidity; it means that everyone knows what’s expected and takes ownership of their part in the team’s success or failure. This culture, when combined with respect and recognition, creates a work environment where morale is driven by a sense of responsibility and the satisfaction of delivering on commitments. When every team member is accountable, motivation isn't just high; it's purposeful.

Throwing more resources at a problem isn’t always the answer. In fact, it can dilute focus and create dependency. Shift the narrative from providing support to Cultivating Resourcefulness. Challenge your team to solve problems with the tools they already have. Encourage them to innovate within constraints. This not only sharpens their problem-solving skills but also fosters a mindset of resilience and creativity. By emphasising resourcefulness, you transform your team into adaptive thinkers who can navigate complex challenges with confidence and ingenuity.

Flexibility often gets romanticised, but in times of pressure, it can breed uncertainty and anxiety. People crave stability, especially when the landscape is shifting. Instead of offering flexibility, provide Anchored Consistency—establish non-negotiable elements within the team’s workflow, like a set daily check-in or a clear chain of command for decision-making. This predictability acts as a counterbalance to the chaos, allowing your team to focus on what they can control. Stability in certain processes gives your team a psychological anchor, fostering a sense of security and enhancing their ability to perform under pressure.

Celebrating wins sounds nice in theory, but in practice, it often feels like hollow applause. What truly resonates and motivates is Milestone Recognition—acknowledging the completion of meaningful phases within a project, not just the end goals. Small victories can sometimes feel trivial and patronising in the face of overwhelming client demands. Instead, create a visual, shared timeline that tracks key milestones. Each milestone should have a tangible impact, like hitting a revenue target or securing a crucial client approval. This approach turns recognition into a real-time motivator that highlights progress in a way that feels significant and directly tied to the bigger picture.

Prioritising tasks? Sure. But here’s a reality check: in crisis mode, prioritisation often means doing more with less. Let’s not kid ourselves—some balls will be dropped. The key isn’t in prioritisation; it’s in Strategic Sacrifice. Publicly acknowledge which tasks or initiatives will be sidelined or scrapped altogether in favour of the mission-critical ones. This bold transparency not only aligns expectations but also galvanises your team around a singular focus. It’s about making hard choices that everyone understands and supports, which in turn builds trust and a shared sense of purpose.

While the advice to maintain an open line of communication seems straightforward, let's challenge its effectiveness when overused. An open dialogue can quickly morph into a venting session that drains time and energy, steering the focus away from problem-solving. Instead of merely 'encouraging' the team to voice their concerns, adopt a more disciplined approach: Structured Feedback Mechanisms. Introduce short, timed, solution-focused discussions where each concern must be accompanied by a proposed solution. This method transforms complaints into actionable insights and keeps the conversation productive. Listening is crucial, but in high-stakes environments, directing the conversation is what truly maintains morale and forward momentum.