This article seeks to clarify what competencies are needed in the response phase of true crises, and to make important distinctions among related but distinct concepts which are often blurred. That is, to what extent is crisis management, in which there is some degree of systems failure, related to emergency management, change management, and transformational leadership? How are these distinctions illustrated at a competency level? The findings indicate that senior emergency managers in administrative leadership positions do not abandon emergency management practices, but rather adapt them selectively. Change management is important, but it must be targeted and time sensitive. Crises are no time to reorganize adequately operating response systems, much less try to implement wholesale organizational changes. Finally, while some of the commonly associated features of transformational leadership do apply, such as self-confidence and decisiveness, others are conspicuously deemphasized, such as the need for achievement. Fifteen competencies were identified from a field of thirty-seven as the key characteristics or behaviors of effective leaders during crises. This research reinforces our understanding that different circumstances call for different competencies. Identifying specific contexts by environmental demands or industry peculiarities, and then studying the differences will advance the normal science of leadership immensely.
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