Now more than ever, we are expected to project stability in an era of volatility. Whether facing workforce disruptions, political uncertainty or AI-driven transformation, leaders must remain calm, adaptable and future-focused.
Key Takeaways for Page & Page Up Members
Project calm, especially in crisis. Leaders look to CCOs for a sense of stability. "It's not enough to be calm; you must project calm."
Imperfect decisions are inevitable. Trying to craft the “perfect” response often leads to paralysis—focus on honesty, clarity and data-backed decisions.
Listen before you act. Stakeholder expectations are shifting. Success depends on deep listening and strategic engagement.
Chronic uncertainty is the new normal. CCOs must manage six generations in the workforce, heightened political divides and an economy in flux.
MacLeod, A., & O’Rourke, J. (2024). The Changing Remit of the CCO: New Leadership in Navigating New Complexity.Page Society Blog.
Maor, D. (2024). Insights driving impact: Five themes to get right in 2024, Organizational Resilience. Harvard Business Review.
Deloitte. (2024) Corporate Affairs Report: Communicators as Trusted Navigators. Deloitte.
What Members Are Saying
From Q&A Discussions:
🗣️ Question: "What creates disconnects between leaders and their teams? Is it leadership styles, unclear expectations, or implicit bias? DEI helped us name these challenges, but with its rollback, we’re losing the language to address them. How do we regain that ground?"
🗣️ Answer: "Despite decades of DEI efforts, we’re as diverse as ever but also as divided as ever. I wish the ‘E’ had always stood for empathy—because that’s what really bridges gaps, whether it’s between a senior leader and a younger employee or a single parent managing work-life balance."
"The solution? Compliance plus practical, sustainable inclusion strategies. We're focusing on what truly works to create meaningful progress."
🗣️ Question: "You mentioned that third spaces outside of work and home are essential for social cohesion, but as leaders, we have the most influence over the second space—the workplace. Given today’s geopolitical tensions and the deep divides we see, how do we ensure our workplace culture remains unified, where everyone moves forward together?"
🗣️ Answer: "It’s such a hard time, and it’s why all of your skills are needed more than ever. Every workplace is different, but a couple of things stand out. First, open communication is critical. Employees need to feel heard, even when the conversations are difficult. One of the most effective approaches I’ve seen is holding employee town halls where leadership directly addresses the toughest, most controversial questions first. That transparency builds trust."
"Sometimes, there are no perfect answers. When the Ukraine war broke out, I was in Europe, overseeing a business with billions of dollars in assets in Russia. We had been there for 20 years—our employees were part of our team. But overnight, everything changed. No matter what decision we made, someone thought it was wrong. We were publicly criticized, added to lists we didn’t belong on, and accused of things we weren’t doing. At the same time, we were trying to protect our people, many of whom faced real threats if we made the wrong move. The only way forward was to stay anchored in our values—transparently sharing how and why we made decisions, even as we continued to learn and adapt."
"This moment feels similarly chaotic in a different way. The DEI backlash is wild to me, and it’s exhausting to navigate. But I truly believe that if your company’s heart is in the right place, if you’re investing in your people and doing what’s right, that’s what matters. Keep making decisions based on principle, and don’t get lost in the noise of the moment."
