Business, like life, has its ebbs and flows. Some days are good; some days are a challenge. To be successful requires the ability to navigate the sometimes-choppy waters of the professional world.

However, for managers and leaders, it also requires a certain amount of empathy and compassion to understand when a team or team member is feeling some anxiety during those challenging moments. While leaders are human and also feel stress, they have the added responsibility of other individuals who are looking to them for strength, guidance, and support. That level of understanding can be the difference between a team that rises to the occasion during difficult times and one that implodes.

Here are a few suggestions on how to manage a team during a crisis or crunch time.

1. Read the room: When you are under duress, chances are that your team is feeling some too. Even if you aren't, an empathetic leader can tell when a team member or direct report is feeling some stress by the words they use or any subtle behavioral changes. While no one expects a supervisor to be a psychologist, as humans we all have the capacity to see when someone is feeling down or concerned. It only takes a simple question to help the person feel more stable: "Are you okay?" If you feel uncomfortable asking this question, just remind them that your door is always open if they have any concerns or challenges that they wish to share or a lack of understanding that requires more clarity. Emotional intelligence is a critical leadership quality.

2. Get to know your team members. Often, many of the difficulties that manifest themselves at work are the result of issues completely unrelated to the workplace. Be sympathetic to that part of your teammate's life that doesn't take place in the office, and give them the time and space they need to tackle those issues. That being said, you still need to manage the impact of their behavior or performance on the organization and bring in your HR team if a situation becomes problematic.

3. Show respect and appreciation for your team and colleagues. This doesn't mean you have to buy them gifts all the time. Just a few words of encouragement and gratitude for a job well done can go a long way toward building trust, commitment, and employee retention. Additionally, give them some autonomy. No one wants the boss looking over their shoulder, questioning everything they do. There is no faster way to create anxiety among your team than expecting them to read your mind before they make even the simplest of decisions. Trusting them to make decisions and allowing them to make mistakes builds confidence and encourages learning.

During the holiday season, while many people are celebrating with friends and family members, others may be suffering inside. The holidays can be the most challenging time of year when someone has no one else in their lives, is struggling to cope with real-world issues, or is dealing with an emotional rollercoaster.

At Goodwill of Greater Washington (GGW), part of our nonprofit mission is to provide our 1,000+ team members with access to community resources that can help them overcome emotional barriers, through our RISE Professional and Life Coaching services. Everyone has access to a personal coach to support them and offer potential solutions to life's many challenges. GGW also has an employee assistance program to help team members in an unexpected financial bind. Goodwill will offer them financial assistance without the expectation of repayment.

According to a recent Gallup article (https://www.gallup.com/workplace/404174/economic-cost-poor-employee-mental-…) , "Nearly one-fifth of U.S. workers (19%) rate their mental health as fair or poor, and these workers report about four times more unplanned absences due to poor mental health than do their counterparts who report good, very good or excellent mental health."

A recent analysis by NSC and NORC at the University of Chicago (https://www.nsc.org/newsroom/new-mental-health-cost-calculator-demonstrates…) reveals that "organizations that support mental health see a return of $4 for every dollar invested". So not only is emotional empathy in the workplace good for the well-being of your team, it's also good for the well-being of your business.

Let us know how your organization is helping your team tackle emotional health challenges in the workplace. I'm sure others would appreciate learning from you.