After COVID and the economic and social shifts all are experiencing in its wake, learning how to hold leadership through disruption as it has become more important than ever. As our situations change, so must our leadership. Even before and beyond our current complications, businesses face continual disruption.
From changing technology to shifts in global industry to market disruptions, leaders must be adaptable and be prepared to help their teams adapt as well.
For success, embrace leadership through disruption
As the world braces itself for an uncertain future with the global pandemic and its economic aftermath, we’re reminded of the military’s term “VUCA” (Volatility, Uncertainty, Complexity, and Ambiguity), shorthand for describing just this kind of difficult environment.
Business models that carried companies to the top of their industries are burning, set aflame by unexpected economic shifts, changing technology, demographic changes, globalization, and other disruptive forces.
According to a study conducted by Odgers Berndtson’s Leadership Practice and the Harvard Business Review, only 15% of leaders reported high confidence that their leadership team was “fit to lead through future disruption.” Another 61% replied that they were “tentative,” and 24% were openly “worried.”
Fortunately, there are ways to improve leadership skills, especially when leading through disruption, to help teams thrive through disruption.
Essential skills for Leadership through disruption
In this time of unprecedented change, leaders and team members are finding success in soft skills. Trying times require flexible leadership, and utilizing situational leadership can be a great place to start.
During times of disruption, the energy and brainspace needed to maintain productivity can feel scarce. But with strong situational leadership, you can help your team succeed. Consider these six fundamental aspects of leading through disruption:
Adapting to change
Leading through disruption often means dealing with quickly changing circumstances and necessities. Think of the recent rapid shift for so many to working from home. As a leader, versatility and an ability to tailor your role to immediate needs are key. The Center for Creative Leadership suggests recasting the Chief Executive Officer title as the Chief Ecosystem Officer as maintaining the ecosystem and culture stable will become a top priority during disruption.
Adjusting perspective
If you think of disruptions – especially those on a global scale – as a fleet of boats trying to stay afloat on choppy seas, you’ll realize that upheaval isn’t one steady surge but a series of different disruptions. One boat may be high on a wave while another is sinking low. Because of this, it’s important to be able to continually adjust your perspective. Try looking at problems from different points of view and be prepared to adjust your approach accordingly.
Principle and values
Companies with strong values often inspire higher levels of employee engagement and loyalty, and those values can help see you through times of disruption as well. During times of change, double down on those principles and remember what they mean for your team, your organization, and society.
Empathetic leadership
Change causes uncertainty and uncertainty breeds stress. Beyond the workplace, people may be worried about their health and that of their loved ones. If they’re newly working from home, they’re likely dealing with unaccustomed distractions. As a leader, it’s essential that you take these new challenges into account. Be compassionate, check in with your team as people beyond the job, and practice empathy.
Communication is the key
Leading through change requires adaptability, and communication is an essential part of putting that into action. Candid dialogue with your team is also important for practicing compassion and empathy, along with heading off small problems before they become big ones. Be sure to make your open communication policy clear, ask questions, and encourage feedback.
Create new meanings
Leaders should start creating new meaning. Purpose is a key component of many companies. Developing a shared sense of meaning within and outside of a company is a powerful tool for shaping culture, driving innovation, and creating a sustainable organization. This job of “creating meaning” for an organization is one of the most important functions a leader has.
Leaders can consider their organization’s meaning through 3 dimensions:
- Personal: Individuals can receive functional and emotional benefits from products and services that are infused with meaning.
- Organizational: A strong sense of purpose creates tangible and intangible value for the organization and its stakeholders.
- Societal: Your organization’s meaning and purpose can influence — directly and indirectly — society as a whole.
Disruption is stressful, and normality, especially now, can feel pretty far off. But by focusing on adaptability, staying open-minded, doubling down on your organization’s values, and keeping empathy, communication, and resilience at the forefront, and leadership preparedness you can not only lead your team through change, you can help them thrive.
The team is made up of people, with strengths, weaknesses, fears, and skills. A leadership with confidence treat the people as they’d like to be treated and will find themselves at the helm of an engaged, resilient team.
