AN INSIDER’S GUIDE TO LEADING WITH DISRUPTION

All leaders must be prepared to guide their organizations through periods of significant disruption. Whether caused by new technologies, changing consumer behaviors, economic shocks or competitive threats, disruptions can determine which companies thrive and which fade away. Leading through turbulent, ever-shifting conditions requires adaptability, resilience and a motivating vision.

The first priority is communicating transparently about the challenges at hand. Be honest about the scope and scale of the disruption, but don’t dwell on problems. Set an energizing vision for coming out stronger on the other side. Rally people around bold goals for innovation and growth powered by the disruption’s tailwinds.

As well, re-evaluate and redesign structures, systems and talent development pipelines with the disruption in mind. Old assumptions won’t fit new realities. Offer training and coaching to help teams enhance digital fluency, creative thinking and change management skills essential to flux. Foster an experimental, entrepreneurial culture comfortable with iteration and failure.

Make a point too to identify quick wins to build momentum amid larger transformations. Companies can’t reinvent themselves overnight, but they can implement no-regret moves showing adaptability. Launch minimum viable products, shift resources to new growth opportunities, or partner with those better positioned for elements of your business. Double down on what disruption makes possible.

Importantly, connect disruption to higher purpose. Change is always hardest when it’s seen as arbitrary rather than aligned to what people truly value. Anchor transformations to how they’ll help serve customers, empower employees, boost innovation and drive sustainability. This inspires commitment over compliance.

And of course take care of your people in very human ways. Disruption breeds uncertainty, anxiety and overload. Have frequent touchpoints across the organization, provide psychological safety for processing changes and consider wellness perks like coaching, reduced hours or mental health days to prevent burnout. With empathy and support, people will give their best efforts.

By taking advantage of disruption’s possibilities, realigning for the future, communicating vision and supporting people, leaders can redefine—not just survive—tumultuous times. With focus and courage, organizations can use periods of great change as springboards to their next chapter.