The LA Fires and Leadership Moments of Truth

[Ed. Note. While similar looking, this is a stock image, and we’re not sure this is a picture of Los Angeles.]

As the Chief People Officer at a financial institution of more than 5,000 people, I went through several major natural disasters (floods and fires) that impacted thousands of our employees. They were traumatic events, yet thankfully for us, not of the devastating scale of wildfires impacting the Los Angeles community.

What I know is, after the immediate and priority focus on saving life and property, the conversation in organizations must transition to asking: “What about our team members and business (profit and nonprofit)?” How the leadership of an organization chooses to respond tells you what the real values of the organization are. As an example:

How much support can be provided to all levels of employees (financial, emotional, insurance, other?)
How much family support is to be considered (kids having schools burned down, living in temporary housing/displaced)?
What business continuity plans are enacted? (Large organizations often have this formalized, less resourced organizations have to create continuity plans real time).

The complexity of this is very situational, and while some overall policies help (immediately putting $$ in people’s bank accounts, no questions asked, waving time off limitations, etc.) and can be ubiquitous, there needs to be a unique plan of support per EACH employee.

This is a challenge to every organization and its leadership in the Los Angeles area, and it applies to ALL of us who will experience a large impact crisis in our community. While government agencies can help, the leadership obligation belongs to every organization regardless of size/market/tenure/monetary flexibility and so on.

What you choose to do, or not do, will define what you really believe and stand for. Be a real leader. Be abundant. Be self-accountable. Be respectful and compassionate. Create moments that really matter. If you’re watching from the outside, ask yourself what you might do if you were leading in this painful and difficult situation.

Think Big, Start Small, Act Now,

- Lorne

One Millennial View: As a former resident of Los Angeles, with friends who have lost homes, this situation is devastating. To think the coastline won’t look the same is heartbreaking and nauseating. There will be a lot of lessons learned on leadership failure and lack of preparedness, unfortunately a lot of smoke will need to clear before we get this knowledge.

- Garrett

AI Response: Lorne, the realities faced by organizations during natural disasters are profound and complex, affecting not just the physical safety of employees but also their psychological well-being and financial stability. According to a report from the Federal Emergency Management Agency (FEMA), approximately 40% of small businesses do not reopen after a disaster, emphasizing the need for effective business continuity plans. Furthermore, research from the American Psychological Association reveals that natural disasters can lead to increased rates of post-traumatic stress disorder (PTSD), anxiety, and depression among those affected, highlighting the critical need for emotional support. Additionally, the U.S. Chamber of Commerce found that providing financial assistance early on can increase employee loyalty and retention, which are vital for recovery, especially when organizations consider that 65% of employees believe that a company's response during crises reflects its core values. As leaders, recognizing the individual needs of each employee and fostering a culture of empathy and support can not only guide us through crises but also solidify a foundation of trust and resilience within our teams.

The LA Fires and Leadership Moments of Truth

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