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Advances in Developing Human Resources
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Linking Crisis Management and Leadership Competencies: The Role of Human Resource Development

Lynn Perry Wooten

University of Michigan Ross School of Business

Erika Hayes James

University of Virginia Darden Business School

The problem and the solution. Most executives are aware of the negative consequences associated with an organizational crisis and focus on communications and public relations as a reactive strategy. However, many neglect the other leadership responsibilities associated with organizational crises.This may result from lack of formal training and on-the-job experiences that prepare executives to lead crises. Executives who enable their organizations to recover from a crisis exhibit a complex set of competencies in each of the five phases of a crisis—signal detection, preparation and prevention, damage control and containment, business recovery, and reflection and learning. In this article, through the use of qualitative research design and the analysis of firms in crises, we examine leadership competencies during each phase of a crisis. In addition, this article links the important role of human resource development to building organizational capabilities through crisis management activities.

Key Words: crisis management • leadership competencies • crisis leadership

This version was published on June 1, 2008

Advances in Developing Human Resources, Vol. 10, No. 3, 352-379 (2008)
DOI: 10.1177/1523422308316450
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This article has been cited by other articles:


Home page
 Human Resource Development ReviewHome page
Jia Wang, H. M. Hutchins, and T. N. Garavan
Exploring the Strategic Role of Human Resource Development in Organizational Crisis Management
Human Resource Development Review, March 1, 2009; 8(1): 22 - 53.
[Abstract] [PDF]

Home page
 Advances in Developing Human ResourcesHome page
H. M. Hutchins and Jia Wang
Organizational Crisis Management and Human Resource Development: A Review of the Literature and Implications to HRD Research and Practice
Advances in Developing Human Resources, June 1, 2008; 10(3): 310 - 330.
[Abstract] [PDF]