Is navigating disruption one of your top priorities? Over the past year, I’ve collaborated with numerous organizations worldwide, spanning various sectors including non-profits and government departments. One undeniable trend has consistently emerged: the relentless pace of change and disruption. “Embracing Change: A Leader’s Blueprint for Navigating Disruption” highlights that every organization, regardless of its industry, is grappling with the future and striving to stay ahead of the curve, effectively navigating disruption in their respective fields.
A common thread among all these entities is the imperative need to address and manage disruption. Change is seldom straightforward, and the statistics highlight the scale of the challenge:
- 81% of leaders report feeling overwhelmed by the speed and magnitude of disruption.
- 45% of global CEOs believe their companies will not be viable in the next decade if they continue on their current trajectories.
In most organizations I’ve worked with, change has proven challenging for both leaders and employees. Responses from managers and employees varied widely, but what stood out to me was the pervasive discussion about change, especially among employees. Often, they approached the topic almost like a negotiation—something that could either be agreed to or prevented, which indicated a reluctance to accept the change. However, the reality was that much of the disruption had already taken place. The question was no longer about whether change would occur; it had already happened. The critical issue for each person became whether to embrace it or resist it. Naturally, resisting the inevitable is stressful and emotionally draining. So, how can we adapt to change in a healthy way?
Here are some actionable steps for leaders looking to pivot successfully:
- Accept and Let Go of the Past To move forward, it’s essential to release old ways of thinking and operating. This means acknowledging that previous methods and processes may no longer be effective and that clinging to them could hinder progress.
- Learn and Unlearn Continuous learning is paramount. Equally important is the ability to unlearn outdated skills and competencies that no longer serve the organization. This dual approach ensures that teams are equipped with the knowledge and skills required to navigate new challenges.
- Engage Active engagement is key to fostering a culture of adaptability. Leaders must actively involve their teams in the change process, ensuring employees understand the change and its necessity, while encouraging collaboration and open communication. This engagement promotes buy-in and leverages the collective intelligence of the organization to drive innovation and resilience.
While the pace of change and disruption can feel overwhelming, it also presents an opportunity for growth and transformation. By accepting the inevitability of change, committing to continuous learning, and engaging teams effectively, leaders can turn disruption into a powerful catalyst for success.
Dr. Mark DeVolder is a Top Change Management & Transformation Expert, Award Winning Motivational Keynote Speaker Empowering Confidence through Change. Mark can teach you how to change, anticipate business trends and accelerate future-proof transformation. He’s done it before with industry leaders like Qatar Petroleum, PepsiCo, Royal Bank of Canada and Bristol-Myers Squibb.
