The Connected Leadership Podcast

The Crisis Leader Trap with Heather Wright

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Is there a time and a place for command and control leadership Absolutely. But what happens when the leaders we promote for their

crisis-management skills start treating every single day like an emergency?

In this fascinating episode from the archive, Andy Lopata is joined by neuropsychologist and leadership expert Heather Wright to dissect the

critical difference between a "crisis leader" and a "daily leader." Drawing on her extensive work with organisations from Coca-Cola to the emergency services, Heather reveals the neurological reasons why
top-down authority fails in day-to-day operations, crushing creativity and
engagement.

This is a deep dive into the science of trust, the leader's own ego, and the emotional habits that dictate our management style. Discover why the most important leadership work you can do is on yourself, and learn how to build a team that will follow you in a crisis because they trust you every

other day of the year.

Key Takeaways 

  1. What is the critical difference between a crisis leader and a daily leader (and why are most organisations promoting the wrong one)?
  2. Why is your leadership style not a conscious choice, but a deeply ingrained "emotional habit" (and how can you rewire it)?
  3. What are the "rules of engagement" every team must agree on before a conflict arises to ensure trust is maintained?
  4. Is your "need to be needed" as a leader secretly preventing your team from taking ownership and growing?
  5. What is the psychological trap that makes leaders focus on proving an employee is "wrong" instead of actually changing their behavior?

    6. Actionable Insights

    1. Lead Yourself First, Then Your Team: Before you can effectively lead others, you must understand yourself. Define your core values, recognise your emotional habits and ego-driven triggers, and get clear on the legacy you want to leave. True leadership starts with personal performance.
    2. Establish "Rules of Engagement" in Peacetime: Don't wait for a conflict to figure out how to handle it. Proactively sit down with your team and agree on how you will communicate, give feedback, and handle disagreements. Discussing this when things are calm builds the trust needed to navigate future challenges.
    3. Reframe Difficult Conversations Around Solutions: When addressing poor performance, shift your focus from pointing out what's wrong to clarifying what you want instead. Ask yourself: "Could I change this person's behaviour without them ever knowing they were wrong in the first place?" This moves the conversation from accusation to a collaborative focus on future success.

      SELECTED LINKS FROM THE EPISODE

      Connect with Andy Lopata: Website | Instagram | LinkedIn | X/Twitter | YouTube

      Connect with Heather Wright: Website |LinkedIn |

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      Episode 151 Featuring Andy Woodfield and Heather Wright

      ...more
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