This year, I worked with some of the top organizations around the world, as well as many non-profit organizations and government departments. For each organization, one undeniable trend has emerged: the relentless pace of embracing change and disruption. Every single organization, regardless of its sector, is grappling with the future and striving to stay ahead of the curve.
One commonality among all these entities is the imperative need to address and manage disruption. Embracing change is seldom a straightforward path, and the statistics speak volumes about the scale of the challenge:
- A staggering 81% of leaders report feeling overwhelmed by the speed and magnitude of disruption.
- https://www.pwc.com/gx/en/issues/c-suite-insights/ceo-survey.htmlShockingly, 45% of Global CEOs believe their companies will not be viable in the next decade if they continue on their current trajectories.
In most of the organizations I worked with, change proved challenging for both leaders and employees. Responses varied widely, but what stood out to me was how many people discussed the changes. Often, the topic was approached as a negotiation—something they could either agree to or prevent. However, the reality was that much of the disruption had already taken place. The question was no longer about whether the change would occur; it already had. The critical issue for each person became whether to embrace change or resist it. Naturally, resisting the inevitable is stressful and emotionally draining. So, how do we adapt to change in a healthy way?
Here are actionable steps for leaders looking to pivot successfully:
1. 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. Embracing change starts with letting go of what no longer serves the organization.
2. 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 Equally important is the ability to unlearn outdated skills and competencies that no longer serve the organization.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. Embracing change means being open to new ideas and willing to discard old habits that hold us back.
3. Engage
Engagement is key to fostering a culture of adaptability. Leaders must actively involve their teams in the change process, encouraging collaboration and open communication. This engagement not only promotes buy-in but also leverages the collective intelligence of the organization to drive innovation and resilience.
In conclusion, 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. Embracing change is a journey that requires courage and commitment. Remember: The future belongs to those who are willing to adapt and evolve.
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.
