TEAMS365 #2174 – Flashback Friday – Navigating Disruption
2019 has been a year of disruption on many fronts. Professionals of all kinds are no longer being buffeted by their leaders from the winds of change. Learning how to navigate disruption has become an imperative for all professionals.
I thought it would be fitting to reach back to a post from this past June on Navigating Disruption to help you think about the focus you want to take in continuing to cultivate these skills and mindsets in your work – here we go with a revisit of Teams365 #2003.
Here’s what I wrote in that blog post from June 2019 – Key Trends: Navigating Disruption
Disruption is part of the landscape of many industries and workplaces today. Whether things are changing dramatically due to technology or geopolitical impacts, change is pervasive for many.
While we can’t change the pace of change, we can adjust our approaches to it.
What do we do to continue to be effective and positive in times of change?
Three practical things we can do are:
Cultivate curiosity – While many leaders would assert “easier said than done”, cultivating curiosity is important for today’s business landscape. Cultivating curiosity can be an important skill to develop in team members AND embed in the culture of an organization.
For more on cultivating curiosity, check out this earlier Teams365 blog post I wrote on Cultivating Curiosity Teams365 #1955 and what the research says Teams365 1961 – Encouraging Curiosity.
Be clear on the big picture goals – Adopting a 30,000 foot view on work, life and context can also be a valuable strategy for buffeting against the shocks of change. While the meta-view (big picture view) is not one that everyone adopts easily, seeing the big picture helps with the micro-shocks we can feel on a regular basis when things change. This is why it’s really important to continue communicating and meeting during times of change. Helping share the big picture so people don’t find themselves in the “Weeds”, cut off from what’s happening in the bigger picture is critical.
Become comfortable with knowing when things are “good enough” to let go, and that learning may always be needed. The embracement of “growth mindset” on the part of organizations in support of their staff is encouraging. When we come from what Carol Dweck has coined “growth mindset” it gives permission for experimentation, learning, and not quite being ready “yet”.
Disruption may mean that reverse mentoring (junior to more senior professionals) is just as important as traditional mentoring (senior to more junior professionals). It also provides us with an opportunity to pause and see how we are adjusting to change. Are we as “good at change” as we thought we were?
A reminder that last month I focused on Teamwork in Uncertainty:
Teams365 #1955- Teamwork in Uncertainty: Cultivating Curiosity. View it here.
Teams365 #1954 – Managing Uncertainty – Building Trust and Connection on Your Team Virtually. All workplaces can benefit from this topic – it is one of the #1 questions we receive here at Potentials Realized. Check out the post here.
Teams365 #1962: Teamwork in Uncertainty: Empowering your Team with the Space to Experiment. Read it here.
Teams365 #1968: Teamwork in Uncertainty: Pivot . Read it here.
Teams365 #1969: Teamwork in Uncertainty: Comfort with the Unknown: Read it here.
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