Why we need a new approach to leadership

Signpost calling for Change (for the better)

We are living through a time of unprecedented global change, a time I call “The Churning”.

You probably already know what I am talking about, but for clarity here are just some of the specific issues, trends, and drivers that are already impacting our organisations and us, both as public leaders and private individuals:

The banking crisis, Brexit, austerity, taxation; the rise of the political right and left, immigration, mass migration, armed conflict, war, terrorism; volatile availability and prices of basic resources (think oil, steel, water, food); new technologies (smartphones, drones, artificial intelligence, Internet of things, biomimicry, GMOs, driverless vehicles, solar power) and disruptive innovation (Uber, Airbnb, Tesla, Amazon); high competition, low economic growth, stock market and exchange rate volatility; hurricanes, floods, droughts, earthquakes, new diseases (of plants, animals, and humans), climate change, and the ongoing degradation of the planetary life support system we call ‘the environment’.

Just ten years ago most of these items were barely on our radar. Now they are the new normal. And though there may be items on this list you have not heard of, and others you do not care about, there is probably at least one item here that is already affecting you significantly.

We have created a more connected and a more interdependent world. We cannot predict precisely what will happen when but our qualitative daily experience tells us that the world is becoming more unpredictable and complex, rather than more stable.

On top of this, the uncertainty and lack of control of this ‘churning’ affects us emotionally, especially those of us who, as leaders, are held responsible and accountable for delivering results. So, as well as the outer churning of the physical world, we also experience an inner churning in our emotional world.

The people we work with — customers, suppliers, and colleagues — all have their pressures too. And when two pressured people meet it is no surprise if stressed communications lead to poor decisions, making a bad situation worse. In this way the churning feeds on itself and grows.

This is the time I call the churning. It won’t last forever. It’s a transitional phase to something better, as you will understand by the time you finish this book. But to reach that point successfully and to deal with the levels of change we are experiencing, both physical and emotional, we need new thinking, new frameworks, and new tools for leading ourselves and others.

Adapted from Inner Leadership: tools for building inspiration in times of change.

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Photo By Robert Couse-Baker via StockPholio.net

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