Leadership Tips to Face Challenges Head-on

Ron McIntyre
6 min readSep 19, 2023

I have talked about the VUCCA (Volatile, Uncertain, Chaotic, Complex, Ambiguous) world that we currently live in several times over the years, and one specific thing that Leaders can do to mitigate some of the pain and anguish is to meet challenges head-on rather than burying them or hiding from them. After 50 years in leadership positions, I can attest to the power of this concept.

Facing challenges head-on is not just about confronting difficulties; it’s a testament to human resilience, grit, and our innate ability to adapt and grow. In a world filled with uncertainties, setbacks, and unexpected turns, choosing to tackle problems directly is a powerful character statement. It reflects the belief that obstacles are not impenetrable barriers but stepping stones to progress and personal development. By embracing challenges, we find solutions to immediate problems, unearth hidden strengths, hone our skills, and prepare ourselves for future adversities. The journey of facing adversity teaches us that not the absence of challenges defines success but how we respond to them.

Below are just a few tips we can use in this process. The list is neither exhaustive nor comprehensive but a starting point for learning and growing your culture, stakeholders, and leadership style.

Stay Calm: In the face of challenges, it is essential to remain calm and composed. Leaders who can maintain their emotions in difficult situations are better able to make rational decisions and guide their teams effectively. Knee-jerk reactions may seem like the best idea, but they usually cost the company revenue, employee turnover, and innovation.

The leader must be fully self-aware, know their biases, and understand the company’s vision, purpose, and growth strategy to weather the onslaught of competitors, economic situations, and supply chain issues.

Be Resilient: Resilience is the ability to bounce back from stumbles and failure and keep going despite difficulties. Cultivate a resilient mindset by focusing on the positives and learning from the negatives. Empower all stakeholders to take responsibility for their actions and support their learning from their mistakes.

Resilience culture refers to a collective mindset and set of behaviors in a community or organization that promotes adaptability, toughness, and growth in the face of adversity or change. The concept is discussed in organizations and societies facing rapid changes, uncertainties, or crises. However, it is one of the most challenging aspects of culture management to have a stunning success.

Adaptability: Being flexible in response to changing circumstances is critical. It means being open to new ways of thinking and acting and being willing to change plans based on further information or situations. One of the most dangerous phrases in leadership today is, “We have always done it this way, so there is no reason to change it.”

To paraphrase Albert Einstein, Insanity is doing the same thing repeatedly while expecting different results. I have seen this in many of the best corporations in the world, and it usually blindsides them.

Growth Mindset: A resilience culture promotes the idea that failures are opportunities for growth rather than insurmountable setbacks.

A “growth mindset” was a concept introduced by psychologist Carol Dweck based on research of achievement and success. This idea differentiates between two of many mindsets people can hold about their abilities and talents: a “fixed mindset” and a “growth mindset.”

A fixed Mindset is where people believe that their inate characteristics, such as intelligence or talent, are fixed traits and, therefore, cannot change. They tend to think that talent alone leads to success without effort. They’re more likely to avoid challenges, give up when faced with obstacles, see action as fruitless, ignore negative feedback, and feel threatened by others’ success.

A Growth Mindset is where people believe their abilities and intelligence can be improved with dedication, effort, and hard work. They love to learn and see challenges as opportunities to grow. They’re more likely to tackle challenges, recover in the onslaught of setbacks, ensure effort is a road to mastery, learn from criticism, and find inspiration in others’ success.

Shared Values and Vision: A common understanding of purpose and core values can guide decision-making during tough times. To have a successful company today, leaders must understand the need for all stakeholders’ shared vision and values. Values must be balanced and not all black and white. The only place for pure black and white should be in ethics and customer service.

While there may be a difference in roles within a company, there must be some logic regarding equity and ownership so stakeholders can feel pride in working with the company.

Continuous Learning: Emphasizing ongoing training, learning from mistakes, and encouraging curiosity can make a community or organization more resilient. It must be demonstrated from the CEO down the hierarchy to the line workers because this will help your company innovate.

Open Communication: Transparent and frequent communication is vital. It ensures everyone is informed, understands the bigger picture, and feels a part of the community or organization. Don’t pay lip service to this topic. All communication forms, spoken to the written word, must be authentic and genuine. Anything less will open leadership up to challenges and damage control.

Clear communication is critical to overcoming challenges. Ensure you communicate openly with your team, listen to their concerns, and ensure everyone is on the same page.

Strong Social Networks: Resilient cultures often have strong social bonds that provide emotional and practical support during times of stress. Again, this must be demonstrated by the CEO and throughout the organization. It must be based on respect, caring, and trust.

Embracing Diversity: Diverse teams and communities often have a broader range of perspectives and solutions, which can be invaluable during crises. The more diverse and empowered the stakeholders are, the more innovative the company; it can result in better revenue and profits and reduced employee turnover.

Proactive Planning involves anticipating potential challenges or crises and having strategies or plans to address them. Being prepared will help you stay in control and navigate challenges more effectively. Challenges often require us to change our approach and adapt to new circumstances. Be flexible and willing to change your plan if necessary.

Empowerment: Giving individuals the tools, authority, and responsibility to make decisions can increase the speed and appropriateness of responding to challenges. Trust them to make decisions and encourage them to take ownership of their work.

As a leader, taking responsibility for successes and failures is essential. When you own your mistakes, you can use them as opportunities to learn and grow.

Ensure that stakeholders understand that taking responsibility for challenges encourages accountability within the team, fostering a sense of ownership and collaboration.

Stay Positive: A positive attitude will go a long way in overcoming challenges. Stay optimistic and encourage your team to do the same.

Stay Focused: Staying focused on your goals, and not letting challenges distract you from your mission is critical for growth. Keep your eye on the prize and stay committed to achieving your objectives.

In summary, having the insight necessary to meet issues head-on is resident in everyone. However, many procrastinate or hide from dealing with them until too late. Many leaders have not responded fast enough, resulting in devastating results for the stakeholders, profits, and innovation, so the answer lies in the willingness to tackle them head-on.

This article offers some suggestions, but many more ideas can help any leader become more transparent, proactive, and committed to the success of stakeholders and the company. The critical thing to remember is that no company is without stakeholders to build, create, innovate, and satisfy customers.

There are only a few areas where you can be a standalone leader. It is easy to miss the path and think you can do it all yourself, which becomes a downhill slide. Avoid this at all costs.



Ron McIntyre

Ron McIntyre is a Leadership Anthropologist, Author, and Consultant, who, in semi-retirement, is looking to help people who really want to make a difference.