In our constantly changing environment, become well positioned for future success by challenging the status quo, staying flexible, adaptive, agile, collaborative, digitally enabled, and innovative.
When Everything is Changing
We Cannot Look to the Past for Future Solutions
Progressive Realization - Cross-functional Team-Based Culture
We cannot foresee the next disruptive technological evolution, but we can develop an Agile and Resilient Cross-Functional Team-Based Culture, with different Perspectives, Experiences, and Backgrounds.
Any idea, problem, or opportunity can be the subject of a cross-functional team meeting. Testing, prototyping, learning, and vetting innovative technologies.
Discovering the future, finding opportunities at the interaction of technology and new business models.
Providing decision-makers with the cone of uncertainty, offering valuable insights and opportunities to focus scarce resources.
How to Manage Disruptive Change
How to Manage Disruptive Change is essential reading for individuals and organizations facing ambiguity, uncertainty, and digital disruption. Challenging prevailing ideas, the author suggests that organizations rethink their underlying assumptions, invest in intangible assets, embrace artificial intelligence, flatten, and delayer the organizational structures, teach project management, appoint a Chief Talent Officer and empower creativity and innovation through a network of collaborative cross-functional teams.
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Moreover, learn to adapt, evolve, create, innovate, and problem solve in an environment of exponential digital change.
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The books premise is that through the symmetry of leadership, vision, technology, and talent organizations can become an adaptive enterprise. The book offers innovative ideas, concepts, and principles for organizational debate, discussion, learning, and decision-making.
Book Overview
Our World is Changing
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Ever present nonstop change is redefining everything, challenging conventional assumptions on how the economy, healthcare, education, and businesses work. Organizations are suffering painful adjustments as they react to the latest disruptive challenges which bring new and different problems to solve.
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The author believes we must expect constant disruptions and in some unexpected spheres, that we can’t look to the past for future solutions and that strategic planning as we know it, is no longer workable.
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Today’s form of planning involves a process of progressive realization, the concept that knowledge, understanding, and perspectives are transient over time. Adaptive organizations are creating team-based business models designed to experiment, prototype, learn, and discover the future.
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How to Manage Disruptive Change is about the art of adaptive leadership. It’s about concepts, ideas, and guidelines for rethinking the traditional business models, creating an adaptive vision of technology and talent where the focus is on the future results from today’s decisions. It’s about people exploring, learning, creating, innovating and problem-solving in an environment of accelerating change.
It’s about the overwhelming question of our time:
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Can today’s organizations embrace change and become an adaptive enterprise?
The book describes why adaptive leadership, vision, digital transformation and winning the talent war are strategic imperatives. Demanding attention, understanding, and action. They cannot be delegated; they must be led.
Excerpt
Introduction
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The overwhelming questions of our time are:
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Can today’s organizations learn to adapt to accelerating change?
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Do they have the necessary leadership skills?
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Can they overcome their personal and organizational bias for the status quo?
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Can they win the talent war?
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Can they successfully meet the demands of today’s empowered workforce and customers?
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Can they manage the challenges of digital transformation and cybersecurity?
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Can they embrace change and become an adaptive organization?
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With the view that accelerating change is making the future impossible to plan for and with a clear sense of the long-term nature of organizations, this book offers a repository of ideas, concepts, and principles for organizational debate, discussion, and decision-making. It views uncertainty as an opportunity to create a competitive advantage.
The premise is that organizations need to think differently, rethink everything, and create an adaptive symmetry of leadership, vision, technology, and talent.
The future, by its nature, is unpredictable, without definition, shape, form, or boundaries—ambiguous, difficult to understand, and easily misinterpreted. Our reactions can swing back and forth inconsistently, divided and hesitating.
In an environment of disruptive change, strategic planning as we know it is no longer workable. Accelerating change makes the future less knowable and impossible to plan for.
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Organizations need to become flexible, resilient, and innovative. They need to learn to adjust to constantly changing circumstances and situations. They need to become adaptive.