The pandemic caused a dramatic disruption throughout society. Previously, most companies were attached and committed to maintaining the modes of operations that brought them success – their ‘legacy’ processes. The pandemic, supply-chain problems, wars, and technological advances forced executives to face unforeseeable disruption. ‘Contextual intelligence’ is needed to adapt to the challenges posed by global events, government interventions, population changes, and technology. Most executives recognize ‘there is no going back to the old ‘normal.’ Today’s leaders need to balance navigating their multiple roles, while managing their tolerance for ambiguity and volatility.
Some executives realize that instability and uncertainty provide opportunities to reevaluate accustomed methods and processes. To survive and flourish organizations need to adapt. Self-reflection and engagement in the well-being of their people became essential for leaders to navigate the pandemic and other crises. They realized new attitudes and practices were needed throughout the enterprise ecosystem to enable organizations to thrive in the future.
Globally new employment trends are being observed - such as a trend toward a skills-based approach rather than a job/career focus. Many experienced leaders tell us when employees work remotely it is more complicated to transmit and inculcate their company’s distinctive culture, foster team building and collaboration, and promote innovation. Most companies with whom we consult note that they are experimenting with different models, yet are still uncertain if any and what type of hybrid situation will work best for them.
In reflecting on the past few of years, multiple leaders with whom we work plan to continue their ‘new’ attitudes and approaches. Knowing how easy it is to fall back to the ‘same old, same old,’ these leaders are committed to implementing practices of continuous self-examination, involving their people, cultivating an organizational ‘learning mindset,’ and promoting a culture of continuous improvement and adaptability. These leaders are choosing to intentionally build these processes into their organization’s future operations and culture, while thoughtfully and collaboratively maximizing their company’s ability to thrive.