As an organization, it is easy to become inwardly focused during a time of difficulty or crisis.  While some of this cannot be avoided, it is important not to lose sight of the horizon.  There is a future out there, and that future will one day become your organization’s reality.

If 30% of us get stronger and better during difficult circumstances, doesn’t it make sense to conceptualize ways of indentifying who those people are in your organization and support their efforts?  I’m not talking about pre-selecting those who you think are going to survive.  That doesn’t work. 

Instead, I’m suggesting you notice which of the people on your team are selecting themselves by displaying the transformational coping skills of commitment, control, and challenge.  These are the people in which you should invest resources.  Your investment will pay a big dividend in future performance and increased commitment to your organization.
 
Is your organization the only one suffering challenges?  Of course not.  Some of the 30% mentioned above are being arbitrarily jettisoned from their organizations.  There are others who are not getting adequate support and opportunity from their organizations (ex. some employees are getting hours cut).

These are talented survivors who have been dealt a difficult hand.  Like me, many will need to go through a process of grief and self-discovery.  But at some point, their batteries will be re-charged and they’ll come out with guns-a-blazing.  Will you be there to find them?  

If you’re too inwardly focused, you won’t be able to engage these individuals.  Besides, they won’t be attracted to organizations that have their “heads in the sand” anyway.   Progressive companies are always recruiting.  Survivors know where the escape hatches are.