1. How do leaders balance authoritative leader ship during the key execution phase of the emergency stay to keep employees from sliding backward, while also developing their sense of ownership in the new way of operating?
2. What would you do to focus on enhancing the trust among groups that were lacking in terms of coming on board with the change process?
3. What mechanics can a leader used to sustain momentum in the emergency?
4. Generally? Performance jobs during change before arises due to learning curves. What kind of leader dude during the drop in performance to convince employees had to change plan will work?