CHARLOTTE, NC. Leadership and organizational learning are hard enough on a good day, when things are calm.
When our surroundings become turbulent the situation can worsen quickly, as we begin facing new obstacles. The rules change. Challenges arrive more rapidly. Problem definitions morph before our eyes. Goals begin to shift in real time. Team members may end up in different roles, and the opportunity to communicate with them may be limited.
Whether its new management, new competitors, or even new regulatory presures, leading in times of change places considerable demands on us (ref: 21st century Kotter; see also: Collaboration DNA). Learning focus can move to the back burner.
Out of fear, do we simply latch onto survival instincts?
Or do we manage to focus, somehow, on the challenges flowing toward us?
Too often, fear consumes us. When we most need our thinking and perception skills, the flood of rapid change can cause paralysis or panic.
I love the metaphor of turbulent water (think flood waters, river rapids, or heavy surf) because the notion of rough water demands attention, skills that favor balance, and a clear ability to react in the moment. In short, turbulent change requires all of our energy. If we apply the metaphor in the organizational learning context, what may leaders take away? Let’s discuss it:
- Q1. What are some secrets for change and learning leaders seeking to function in turbulent situations?
- Q2. Can an organization still learn when rough waters distract us?
- Q3. Are there good arguments to suspend learning when focus shifts to survival?
- Q4. As the world grows more connected and accelerated, the rate of flow can only increase; will we ever see smooth sailing again?
I hope you will join us MON May 12th at 8pET using hashtag #cdna. Water metaphors or no, we always have in-depth conversations. Bring an extra paddle, and let’s see where we might go.
See you online.