4 Questions to Prepare for Leadership Disruption

Published On: June 3, 2019Categories: AI in HR, Onboarding Articles, Workforce Transformation Articles

The business world’s only certainty is that the environment WILL change quickly, and the fastest way to organizational obscurity and failure is to deny that major business disruption is bound to occur and that regular strategy pivots will be essential.  These questions will help leaders navigate a climate in which an approach that worked yesterday is unlikely to work the same way tomorrow.


    1. Is My Organization Agile Enough to Handle Business Disruption and Shift Direction Rapidly?

Many companies are bureaucratic and unwieldy, where one must wade through layers of hierarchy before receiving the green light to change a process. As we move toward 2030, the pace of change will demand real-time monitoring of markets and customer demands, as well as infrastructures and mechanisms to drive immediate action when an approved strategy no longer serves.

    1. Have I Customized My Management Style?

We have moved from a workforce of many to a workforce of one. Today’s employees are more diverse than ever. They have different work arrangements, personal priorities, and career aspirations. Leaders must tailor their styles to the individual rather than insisting on a one-size-fits-all approach, and they must be willing to diligently supervise multi-generational, virtual, remote, and contract teams as well as traditional full-time, onsite ones.

    1. Does My Workforce Have Applied Technology Skills?

Technology – from artificial intelligence and automation to the Internet of Things and data analytics – will continue to disrupt and transform every business operation. Having applied technology skills involves keeping up with relevant advances and leveraging the mix of people, processes, data and devices to make intelligent and insightful business decisions. It means that you need to know the software available to help you do your job better, even if you can’t code or implement that software yourself.

    1. Is Intrapreneurship Valued and Supported?

Intrapreneurship is the practice of entrepreneurial strategies within the context of, and using the resources of, a larger organization. Most organizations talk a good game when it comes to innovation, but leaders would secretly rather solve a problem via a more typical Boardroom process than radical, crowdsourced ideas from their workforces. This will inevitably lead to the hemorrhaging of top talent and a decrease in market competitiveness.

If you answered no to any of these questions, some changes may be in order. But despite your best intentions, if you attempt to evolve your internal processes without managing your vision, communication, and implementation properly, you may fall prey to an avalanche of disruption anyway. So, if you missed the change webinar, catch the replay and let us know if there’s anything else you’d like to know!