By. Chellie Phillips

Anyone can lead when things are going well. When wins are stacking up, praise is flowing, and momentum feels strong, leadership can seem easier. However, authentic leadership is often tested in adversity, when pressure increases, uncertainty looms, and teams look for strength and direction.

How a leader responds under stress can influence the tone for everyone else. If they panic, blame others, or disappear, their teams may reflect that behavior. But leaders who stay steady, optimistic, and confident can foster an environment where people remain committed and engaged—even during difficult times.

Leadership requires more than strategy in today’s dynamic workplace, where teams are increasingly diverse and multigenerational. It involves emotional resilience, cultural awareness, and intentional action.

Chellie Phillips, author of Culture Secrets, outlines eight traits that are often found in leaders who manage pressure well.

1. Grit: A Foundation for Resilient Leadership

Challenges are inevitable. What often distinguishes a leader is their willingness to persist. Grit is the drive to keep moving forward when the path is unclear, resources are limited, and the team may feel overwhelmed.

Culture Risk: Leaders who give up quickly may send a message that the effort isn’t worthwhile.

Culture Strength: Leaders who remain steady can help teams push forward with resilience and determination. As Phillips shares in Culture Secrets, “In moments of adversity, the leader’s resolve becomes the team’s lifeline. Your strength helps set the tone for how they respond.”

Leadership Note: If you dig deep, your team is more likely to do the same.

2. Optimism: Looking Beyond the Challenge

Grit helps keep the team grounded; optimism helps keep them hopeful. In difficult times, teams benefit from hearing:

• “We’ll get through this.”
• “Here’s what we’re learning.”
• “This challenge is temporary—better things can lie ahead.”

Optimism is a valuable leadership quality, especially when combined with realism. According to a study in the Harvard Business Review, optimistic leaders tend to be more effective at guiding teams through disruption because they inspire hope and belief in possibilities.

Culture Risk: Leaders who focus only on problems risk leaving teams discouraged.

Culture Strength: Optimistic leaders help people see beyond current struggles.

Leadership Note: Optimism is not about ignoring reality. It’s about offering your team a reason to keep going.

3. Pragmatism: Balancing Hope with Strategy

Optimism should be grounded in clear thinking. Pragmatic leaders assess facts, weigh options, and make informed decisions—even when emotions run high.

As Phillips writes in When In Doubt, Delete It!, “Leaders must look at every angle with a clear, practical eye. It’s about knowing when to pause, recalibrate, and choose moves that support long-term success.”

Culture Risk: Emotional or impulsive reactions may cause confusion and chaos.

Culture Strength: Leaders who think critically and act strategically help build lasting trust.

Leadership Note: Confidence often comes from clarity, not perfection.

4. Selflessness: Putting the Team First

Strong leaders do not center themselves. They step up, sacrifice, and take ownership when things go wrong.

Culture Risk: Self-serving leaders can damage trust and unity.

Culture Strength: When employees know their leader has their back, they often respond with loyalty and effort.

Leadership Note: During difficult times, teams tend to remember how they were treated. Selflessness can leave a meaningful impression.

5. Resolution: Maintaining Focus with Integrity

Pressure often brings disorganization and negativity. Leaders who stay focused and maintain standards—even when it’s difficult—help create stability.

Culture Risk: Avoiding tough conversations or letting expectations slide may cause confusion.

Culture Strength: Consistency builds security and supports cultural values.

Leadership Note: Stability may be more valuable than popularity in uncertain times.

6. Encouragement: Supporting Morale Through Recognition

In high-stress periods, encouragement is important. Recognition helps people stay motivated and connected.

According to Gallup’s research, employees who receive regular recognition tend to be more productive, engaged, and loyal.

Culture Risk: Overlooking effort can cause morale to decline.

Culture Strength: Recognizing small wins helps maintain culture and energize teams.

Leadership Note: Your words have power. Use them to build up rather than tear down.

7. Preparedness: Planning for What’s Ahead

Effective leaders do not get caught off guard. They prepare for challenges, adapt quickly, and lead with readiness.

Culture Risk: Waiting until problems escalate can breed panic.

Culture Strength: Proactive leaders help their teams remain calm and capable.

Leadership Note: Staying a step ahead supports cultural strength through crisis readiness.

8. Bravery: Leading with Courage Amid Uncertainty

Fear can spread quickly, but so can courage. Brave leaders take action even when outcomes are uncertain.

In Culture Secrets, Phillips writes, “When a leader acts with bravery, it sends a signal to the team: we can do this.”

Culture Risk: Leaders who hesitate or avoid risk may stall progress.

Culture Strength: Bold decisions—combined with care—can build team confidence.

Leadership Note: Lead with conviction, even when the path isn’t fully clear.

Final Thought: Culture is Forged in Challenge

Workplace cultures are often shaped by how leaders respond to adversity.

• Grit and optimism help teams stay steady and focused.
• Pragmatism and preparedness support strategic decisions.
• Encouragement and selflessness deepen trust and loyalty.

How leaders behave under pressure contributes to their legacy—and influences the culture they leave behind.

For more insights on leadership, resilience, and cultivating thriving workplace cultures, explore Culture Secrets or listen to the Culture Secrets Podcast for practical tools and expert advice.

About the Author

Chellie Phillips is a workplace culture expert, speaker, and author dedicated to helping leaders build people-centered organizations. Through her V.A.L.U.E. Culture Formula, she equips businesses with tools to engage teams, enhance retention, and promote sustainable success. Learn more at www.chelliephillips.com.

Disclaimer: This article is intended for informational purposes only and does not constitute professional leadership or management advice. The views expressed are based on the author’s experience and research. Readers are encouraged to seek guidance from relevant professionals or experts for specific situations or challenges related to leadership and team management.