Blog Leading Through Crisis Part 3—Creating Alignment When the Path Is Unclear Share Clarity. Focus. Momentum. Even when everything feels unsettled. In part one of this series, we outlined the phases of a crisis and how great leaders recognize and respond to each one. In part two, we focused on the people—how to reassess your team, identify who’s showing up strong, and support those who are struggling. Now, in part three—the final post in this series—we turn our attention to the force that keeps teams moving forward together: alignment. Alignment is the connective tissue that keeps a team focused and coordinated, even when conditions are changing by the hour. But in a crisis, the usual cues and systems often break down. Communication gets messy. Priorities shift. Everyone’s working at a different altitude. That’s why leaders need to go back to manual: relying less on autopilot systems and more on direct engagement, clear communication, and intentional resets. In a crisis, reinforcing what matters most isn’t a one-time message—it’s a continuous act of leadership. Here are four ways to create alignment in a time of uncertainty. 1. Set and Reset Priorities Often In uncertain conditions, priorities are constantly shifting. What mattered yesterday may be irrelevant today. Leaders need to clearly define what the team should be focused on right now and give permission to pause or stop work that no longer aligns. How to: Create a rhythm for resetting priorities—whether it’s weekly or biweekly—and use that cadence to share updates, reaffirm focus areas, and explain the why behind each shift. 2. Create a Communication Cadence Information gaps widen in a crisis, and without proactive effort, teams quickly fall out of sync. Clear, regular, and multi-channel communication keeps people focused and helps prevent confusion from spreading. In a crisis, strong communication is foundational to team alignment and performance. How to: Establish a regular cadence of team check-ins, updates, and 1:1s. Reinforce the same messages consistently across formats (verbal, written, team-wide, individual), and don’t assume once is enough. 3. Build in Process to Drive Decision-Making When everything feels ambiguous, people hesitate. They wait for more information. They look to others. Without a clear process for making decisions, even the best teams can stall. That’s why having a clear process is what keeps people aligned and moving forward, even when the answers aren’t obvious. How to: Define what decisions need to be made, who owns them, and how input will be gathered. Then communicate and reinforce that process, so people know how things are progressing, even if the outcome is still unknown. 4. Engage the Quiet Voices Alignment doesn’t mean everyone thinks the same way. It means everyone understands the plan and feels connected to it. Bringing in the quieter voices doesn’t happen by accident. It takes consistent, deliberate effort. Leaders who do this well help their teams feel seen, included, and aligned, regardless of communication style. How to: Don’t just rely on the loudest or most proactive team members. Actively reach out to individuals you haven’t heard from. Ask for input. Follow up. Make space for people to contribute in ways that fit their style. Steer with Clarity. Build with Others. Keep It Moving. In crisis conditions, alignment doesn’t happen by default—it has to be created and recreated every step of the way. The best leaders aren’t just clear in their own minds. They make sure that clarity extends across the entire team. When you reset priorities, establish rhythm, build in process, and pull your team together with intention, you create the conditions for progress even in the messiest moments. That’s what real leadership looks like.