Understanding the type of change you are dealing with can improve your chances of delivering an effective outcome. Article includes a leading change self assessment.
The news cycle has been about crisis for a long time now. Leaders need to manage their own state of mind and that of their people so that they can all adapt in optimal ways to continuing uncertainty. Opportunities exist if you can spot them.
The metaphor of an organisation as a machine needs to be revisited now. A new metaphor as a living organism beckons with advantages that have strategic implications in an unknowable future.
Change is preceded by learning and there are three types of learning. Single- double and triple-loop learning. Change, adaptation and transformation. We are living in a moment when transformation is possible.
It’s natural to want to return to normal but that future will be anything but normal. We can shape a future that is better: we know how and now is the time. Here’s seven principles to help you.
Use the disruption that coronavirus causes to consciously develop your own leadership and nurture the team culture required for ongoing innovation.
Systemic coaching is more than thinking about culture or bringing the perspective of stakeholders into the room. It is the application of systemic thinking and complexity to view issues differently, develop new understandings of interdependencies and new solutions. Here is a simple example of a systemic team coaching session yesterday.
The new decade looms. It is calling us to make profound adaptations to the way we live and work. We can do it because we have done it before.
Leading with integrity in a rapidly changing world will mean acknowledging human interdependence with natural ecologies.
No matter what the change is, there invariably seems to be someone who can be described as ‘resistant to change.’ But are they? Most people can change if it makes sense, and there is a need.