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#innovationmandate
“Disruption.”
It’s word you hear everywhere these days.
What does it really mean?
Good question.
To find an answer, begin with a dictionary definition. Here’s one: Disruption is a “radical change in an industry or business strategy, especially involving the introduction of a new product or service that creates a new market.”
Or, a “disturbance or problems which interrupt an event, activity, or process.”
In a recent survey, we first asked thirty executives if they thought “leveraging disruption” was critical to the success of their organization. Twenty-nine of the thirty executives indicated that leveraging disruption was critical to their success. Not bad! At least they recognized the concept.
We then asked the same group to provide a definition for the word “disruption.”
Shockingly, only four out of the thirty were able to articulate a definition. Wow—I hope you find that as disturbing as I do! While the executives’ answer that disruption was critical to their success was absolutely correct, it’s meaningless if we don’t understand what disruption is, and how it applies to our organizations and our leadership. If we don’t know, then clearly we’re at risk of being disrupted.
Here’s a key LeaderLogic point that you should think about:
When it happens to you, disruption is your enemy.
When you’re the source, disruption is your friend.
If you’re a business owner and suddenly a competitor offers a new product that’s better than yours and at a lower price, that’s disruption that you don’t want. It could even put you out of business.
But if you’re the disruptor, and you’re innovating and staying one step ahead, disruption is good for you.
Which side would you rather be on? Do you want to be on the receiving end of disruption, or the one dishing it out?
Do you want to be a leader who’s constantly playing catch-up, or a disruptive leader who forges ahead boldly, laying the course for others to follow, and staying one step ahead?
#innovationmandate
“Disruption.”
It’s word you hear everywhere these days.
What does it really mean?
Good question.
To find an answer, begin with a dictionary definition. Here’s one: Disruption is a “radical change in an industry or business strategy, especially involving the introduction of a new product or service that creates a new market.”
Or, a “disturbance or problems which interrupt an event, activity, or process.”
In a recent survey, we first asked thirty executives if they thought “leveraging disruption” was critical to the success of their organization. Twenty-nine of the thirty executives indicated that leveraging disruption was critical to their success. Not bad! At least they recognized the concept.
We then asked the same group to provide a definition for the word “disruption.”
Shockingly, only four out of the thirty were able to articulate a definition. Wow—I hope you find that as disturbing as I do! While the executives’ answer that disruption was critical to their success was absolutely correct, it’s meaningless if we don’t understand what disruption is, and how it applies to our organizations and our leadership. If we don’t know, then clearly we’re at risk of being disrupted.
Here’s a key LeaderLogic point that you should think about:
When it happens to you, disruption is your enemy.
When you’re the source, disruption is your friend.
If you’re a business owner and suddenly a competitor offers a new product that’s better than yours and at a lower price, that’s disruption that you don’t want. It could even put you out of business.
But if you’re the disruptor, and you’re innovating and staying one step ahead, disruption is good for you.
Which side would you rather be on? Do you want to be on the receiving end of disruption, or the one dishing it out?
Do you want to be a leader who’s constantly playing catch-up, or a disruptive leader who forges ahead boldly, laying the course for others to follow, and staying one step ahead?
The landscape of work has undergone a profound transformation, and it’s here to stay. Despite the return of many employees to the office, organizations must continue addressing the challenges and opportunities presented by remote and hybrid work environments. In this episode of the Nick Webb Show, I offer five powerful recommendations for developing and implementing a successful remote work strategy. Here are my five key recommendations:
Understand the Worker’s Perspective
Employees have embraced the flexibility and improved work-life balance that remote work offers. Working from home has provided numerous advantages, such as saving up to 40 hours a week on commuting and uninterrupted workdays that boost productivity. While the benefits are evident for employees, employers can also reap significant rewards, including reduced facility costs, enhanced productivity, and a competitive edge in talent acquisition.
Consider a Return-to-Office (R2O) Policy
Employers should feel empowered to make decisions in the best interests of their organizations. While offering remote and hybrid work options is important, it’s also acceptable to require employees to return to the office. Such decisions should be made with a humanitarian approach, prioritizing employee happiness.
Measure and Manage Productivity
Leading organizations effectively manage remote teams through trained remote leaders and workers who utilize weekly sprints. These sprints help optimize project outcomes and workforce productivity while maintaining a balanced workload for employees.
Invest in Remote Leadership Training
Effective remote team management demands a unique skill set compared to overseeing in-office teams. I recommend that all leaders and employees undergo Certification Training in Remote Worker Leadership to succeed in this evolving landscape.
Prioritize Happiness, Planning, and Wellness
Leading organizations tailor happiness strategies to each employee to ensure a positive remote work experience while effectively managing productivity and performance. Implementing regular wellness checks, either on a weekly or daily basis, helps maintain a rational workload and supports employees’ mental health and overall well-being.
