Marline C. Duroseau is well-known when it comes to empowering women, leadership and infertility support. She is the founder of MCD Business Enterprise LLC, where Women Matter, a company dedicated to all-things women for ultimate personal development! Marline is a speaker and the author of 3 books, including It'll Happen By 30, published in 2021.
As leaders, we are often called to guide our teams through difficult transitions. For those of us in healthcare, COVID-19 brought a unique crisis that tested not only our professional skills but also our resilience, adaptability, and empathy. As the CFO of a healthcare organization overseeing 10 facilities, I experienced firsthand the immense strain that employee departures placed on our operations. Amid the uncertainty and frustration, I found that staying calm, showing up confidently, and fostering a collaborative environment were key to helping my team endure and eventually thrive. In this article, I’ll share practical insights and strategies on how to lead effectively when employees leave unexpectedly, with a focus on maintaining morale, enhancing adaptability, and reinforcing trust.
Calm and confident leadership amid employee loss
COVID-19 impacted healthcare organizations heavily, and the resulting wave of employee departures hit every part of our structure. My team at the corporate office tasked with financial oversight across 10 facilities felt the strain deeply. Reports that once arrived on time were delayed, as facility-based leaders like Directors of Nursing had to work extra shifts to cover for missing staff. The daily flow of operations was interrupted in ways we’d never seen before, and soon enough, corporate office employees began feeling overwhelmed and uncertain.
In times like these, leaders need to embody calm and confident leadership. Despite the challenges, I made it a priority to maintain a steady demeanor, showing up each day with a clear mind and a solutions-oriented approach. Staying calm allowed me to think more clearly, address each day's immediate challenges effectively, and inspire confidence among my team. When employees feel lost or frustrated, they look to their leaders for support and guidance. By providing a consistent, reliable presence, I was able to help my team feel supported during an incredibly challenging period.
Fostering open communication and offering support
As the situation escalated, I recognized that open communication and collaboration would be essential to keep us afloat. I met regularly with my corporate team and leadership at each facility, asking specific questions to understand where we could provide support and streamline workflows. This collaboration transformed our approach; it was no longer about job titles or individual roles but rather about pulling together to ensure that we could keep moving forward as a unified team.
This collaborative approach encouraged my team to go beyond their job descriptions, pitching in wherever needed. For instance, business office managers and financial analysts took on additional reporting responsibilities to fill gaps created by vacancies. By connecting with each person, we not only identified immediate solutions but also cultivated a sense of shared purpose and adaptability that motivated everyone to jump in and help.
Leading by example to build trust and morale
Leadership during crises requires not just direction but also example. I didn’t just delegate; I was right there with my team, rolling up my sleeves and helping with what I could to lighten the load. This hands-on approach left a lasting impression, reinforcing my commitment to supporting them through thick and thin.
This visibility had a powerful effect on morale. Employees could see that I wasn’t removed from the difficulties; I was invested in solving them alongside them. By standing with my team during a time of profound uncertainty, I was able to earn their trust and loyalty in a way that has lasted beyond the crisis itself.
Cultivating adaptability and long-term resilience
In the face of constant change, my approach focused less on “when things will get back to normal” and more on “what can we do right now.” Each day, I encouraged my team to focus on the present moment, make adjustments as needed, and continue putting forth their best efforts. This mindset helped us build resilience. Over time, we found a rhythm that allowed us to pivot effectively without becoming discouraged by the ongoing challenges.
Adapting in this way also fostered a resilient mindset among my team members. They learned to focus on solutions rather than problems, staying flexible and open to change. This adaptability became essential as we navigated the unfolding pandemic, and it remains an asset even today as we continue to face new obstacles.
Lasting impact: Retention and team loyalty built on trust
Looking back, the strength of our team is proof that these strategies made a difference. Now, nearly four years since the onset of COVID-19 and two years since the height of our staffing challenges, my core team remains intact. We’ve faced other difficulties along the way, but my team’s loyalty and commitment have endured. I believe this is a result of the trust we built during those challenging times, as well as the knowledge that I am fully committed to supporting them.
When you lead by example, remain calm, communicate openly, and work collaboratively, you build a foundation that can withstand any crisis. Employees stay with leaders who they trust, and trust is earned through actions, especially in difficult times.
Final takeaway for leaders
Losing employees is a test for any organization, especially in industries as demanding as healthcare. Leaders must recognize the chain reaction that such losses create and be prepared to address not just operational disruptions but also the emotional impact on the remaining staff. By showing up with calm confidence, fostering collaboration, leading by example, and focusing on adaptability, you can support your team through the toughest times and emerge stronger together. This experience has shown me that resilience and trust are not just ideals; they are the foundation of a team that can weather any storm.
In conclusion, navigating the challenges of employee loss is never easy, but with the right strategies and a steady, compassionate approach, it’s possible to keep your team resilient and engaged. If you’re facing similar obstacles in your leadership role and would like personalized insights, guidance, or support, I’m here to help. Whether you're in healthcare or another demanding industry, feel free to reach out to discuss how we can tackle these challenges together. Let’s ensure your team can thrive, even in the toughest times.
Connect with me today to start a conversation on fostering resilience and collaboration in your organization!
Read more from Marline C. Duroseau
Marline C. Duroseau, Author, Speaker, Financial and Leadership Executive
Marline C. Duroseau is a thought-leader in the infertility support realm, executive leadership, and women's empowerment and confidence building. As a child born in Miami, FL to Haitian immigrants, Marline created a path to her success by focusing on garnering an extensive educational background that catapulted her to dramatically enhance her financial and leadership performance during her 22-year career. After also enduring and overcoming a 15-yr infertility journey, she has since dedicated her life to helping people on their family-building journey and helping women unleash their inherent power and confidence. She is the Founder of MCD Business Enterprise, LLC (MCDBE), the premiere company for women, with the slogan: Women Matter!
