Leading in VUCA: Principals for Emerging Leaders
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Many new graduates will be walking into industries and organizations that are in the throes of VUCA (volatility, uncertainty, complexity and ambiguity). The leading expertise and perspective from tmany graduate programs will be a brilliant foundation. At the same time VUCA requires new attitudes and new skills, many of which are non-traditional and some of which are downright counter-intuitive. In this presentation I share a set of principles for thriving in the new VUCA-based healthcare environment that she has observed among the strongest and most inspiring leaders.
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To survive in this new normal, organizations must do things differently when it comes to their people. Our guidebook offers a path forward, an opportunity to move beyond best practices and create a business-changing talent strategy.
Learning in a VUCA world
The document discusses how organizations need to develop agility to adapt to a changing VUCA (volatile, uncertain, complex, ambiguous) world. It emphasizes the importance of rapid decision making, transparency, collaboration, knowledge sharing, and developing collective intelligence. It advocates for organizations to become more organic and purposeful by embracing emergent and user-centric structures like living systems with porous membranes, communities, and spontaneous interactions. Leaders are encouraged to focus on developing individuals, cultivating trust and empathy, and shaping a shared culture of curiosity and learning.
It's A Vuca World!
CIPS CIO breakfast presentation March 5 2009.
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The process of strategic leadership and decision making is more vital than ever, companies will either succeed or fail and it will happen faster than ever. As leaders, we cannot predict the future, but we can certainly provoke it by using a “foresight-to-insight-to-action” approach in sensing the future to compete in the present.
Strategic Workforce Forecasting & Planning for Recruiters in a VUCA world, In...
In a dynamic world the urgence for Data Driven Forecasting & Planning has never been greater.
Workforce Forecasting & Planning is part of the (shared) strategic responsibilities recruiters have to pro-actively develop a as good as possible talent supply, now & in the (near) future.
Data Driven Hiring doesn't work,without paying attention to expected need for talent. So in a dynamic world the urgence for Data Driven Forecasting & Planning has never been greater. This workshop intents to give an idea what WF&P is about to recruitment professionals
In this 1 day workshop recruiters will learn about the basics of Workforce Forecasting & Planning in a VUCA, dynamic world.
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Join Sean Kavanagh, CEO of the Ariel Group, as he shares findings and recommendations from an industry study that explores the changing face of learning strategy. Given a 24/7, global, technology-infused, ever-changing business context, this study asks some hard questions: Are we lowering our standards by leveraging technology to teach things like communication and leadership? How do we create good learning in a cross-generational environment where millennials and boomers co-exist but many not always cohabitate well? Do we need to integrate learning fully into workflow, so that it is less time away from the daily happenings of the job?
Managing Competence in a VUCA World
VUCA is an acronym that describes most modern workplaces - Volatile - Uncertain - Complex - Ambiguous
This presentation came from a workshop conducted at the Cambridge Chamber of Commerce, on Wednesday, April 8, 2015. The workshop was facilitated by Shaun Browne, President and Founding Partner, Digital Mentor Group, a consulting firm that specializes in on the job training. Contact us at learning@onthejobtraining.com
Leadership & Collaboration - Thriving in a VUCA World
VUCA Stands for Volatility, Uncertainty, Complexity and Ambiguity and often used to describe the new normal of today's business environment. The CPA Vision Project in 1998 identified many of these changes - this presentation talks about "now what"?
What changes to leadership and strategy have come from this VUCA world and what are accounting and finance leaders supposed to do. Collaboration combined with new skills is the answer.
Disruption in a VUCA World
In a VUCA World – one characterized by Volatility, Uncertainty, Complexity, and Ambiguity – the traditional approach of applying well-practised set of processes, methods and tools to a well understood and clearly defined problem simply doesn’t work. Adaptive challenges are the ‘wicked problems’ that organizations face. They are messy, boundaries aren’t clear and they tend to be systemic in nature. They require resources to be mobilized (whether you control the resources or not) in areas where there is limited experience in how to think through to the answer. So how then can organizations disrupt themselves? What's needed and what's required?
The New VUCA World: Creating Alignment for Stability
This document summarizes a webinar presentation by Lori Kleiman on creating alignment for stability in a VUCA world. The webinar discusses the challenges of volatility, uncertainty, complexity and ambiguity (VUCA) and provides frameworks to address them, including the SCAILES model. It also covers topics like leadership tactics, developing employees, and communication. The goal is to help organizations and leaders navigate changes in business trends and a dynamic work environment.
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Leading in VUCA: Principals for Emerging Leaders
- 1. Leading in VUCA: Principals for Emerging Leaders `Eva McLellan B.Sc (Hon), M.Biotech
- 2. Let’s imagine for a minute…
- 3. What is VUCA? - • Volatility • Uncertainty • Complexity • Ambiguity
- 4. Principles for Career Ascent Principles for Leading Teams Principles for Personal Development Based on my experience … 3 sets of personal principles in VUCA
- 6. Personal Development It all starts with YOU Self Awareness: Need to dig deep to What do you stand for? Your moral compass. Aspirational Career Vision: What do you want to achieve and why? What are you willing to trade-off? Sacrifice? Regular Reflection: Step back regularly to reflect about what is working? what isn’t? and what I do about it?
- 7. Personal Development Four clusters of tools I have found valuable Self Awareness Tools : • MBTI: Better understand yourself • Insights discovery: Understand how to best engage with others • SDI personality test: Understand how your behavior changes during stress • Strength finder 2.0: Build on your strengths • 360 evolution – understand impressions you make on others. Formal and/or informal, sample forms available online Systems Thinking Tools: • Decision Criteria • Mind maps Inner Game Tools: Head Space App • Courage • Head Space App Reading Tools: • Discover your True North, Bill George • Never Eat Alone, Keith Ferrazzi • Understanding Yourself, and Others, Linda Berens
- 9. Leading teams in VUCA Four bedrock principles 1. Focus on core communication is power – Clear Vision – Clear Aim – Team Charter 2. Facilitate anticipation in your team by: – Harness diversity of each individual – Boundary spanning - authentic collaboration across boundaries 3. Coach individuals to embrace the challenge inherit in VUCA – Some of the best leaders coach individuals to become comfortable to live within the question – If I fail, I will come back with learnings for you = you win – If I success = you win 4. Learn from GEESE
- 10. Leading teams in VUCA Learn from GEESE • Guide • Encourage • Empathize • Synergize • Empower
- 11. Career Ascent
- 12. “Skate to where the puck is going, not where it has been.” - Wayne Gretzky
- 13. Where does my thinking on careers comes from? My experience (local and global) Top leaders in the industry Careers of my strongest peers
- 14. Personal (and in progress) principles for careers in VUCA 1. Be clear and steadfast about your true north. 2. Follow the blue ocean strategy; there is less competition and more opportunity. 3. Develop a personal objectives cascade and review it quarterly. 4. Take calculated risks. Develop your decision criteria for career moves and then stick to them. 5. Find a mentor and a sponsor. 6. Ask for feedback, regularly. 7. Be a sponge; be genuinely curious, listen deeply, and apply learnings consistently.
- 15. Things I’ve absorbed and have stuck with me… Humility FISO Trends watch Unique value SCARF Model Confidence CourageAnticipate Prove yourself Credibility Internal Consultant Curiosity Intellectual capital
- 16. The future is bright… enjoy the ride!