McKinsey & Company did an online survey of 734 executives in September to compare “the most important behaviors for managing corporate performance” in the future–once the good times start rolling again–vs. those in evidence most frequently during our current economic predicament.

I am encouraged by some key revelations:

1. The two leadership behaviors cited most often were (1) Inspiring and (2) Defining Expectations and Offering Rewards, by 48% and 47% of respondents, respectively.
2. The good news is that these same two were at the top of the lists for behaviors needed both during the crisis and after the crisis AND actually being used most frequently right now, during the crisis.
3. The only other behavior identified as being used frequently by managers coping with today’s prevailing economic challenges was that of Monitoring Individuals’ Performance.

So, managers these days do seem to be providing that precious motivational commodity, inspiration. I have ofter wondered about this, since fear and uncertainty can easily distract an organization’s leadership from attending to the mental and emotional well being of their staff. Furthermore, through clear expectations and rewards, they are providing at least a degree of stability, something I’m sure we will all agree is in rare supply in 2009 and into 2010.

I suspect that the parallel focus on their employees’ individual performance is the result of potentially having to make decisions about who can be retained and who might have to be let go. It’s understandable.

What is heartening from the data, however, is that even in these infuriatingly rough waters, managers continue to demonstrate leadership that addresses the state of mind, the core needs, and the ongoing motivation of the most critical strategic element of all, their people.