5 ways to lead in an era of constant change | Jim Hemerling

Summary

The speaker explores the dichotomy between personal self-transformation, which is often energizing, and organizational change, which is typically perceived as exhausting. They argue that the 'always-on' era of organizational transformation can be made empowering by prioritizing people through five strategic imperatives: inspiring through purpose, going all in, enabling with capabilities, fostering a culture of continuous learning, and practicing inclusive leadership. The speaker emphasizes the necessity of a human-centric approach to make organizational change less draining and more invigorating.

Takeaways

• 🌟 Self-transformation is often seen as empowering and energizing, with a positive emotional space, as opposed to organizational transformation which is often met with fear and anxiety.
• 🏁 The era of 'always-on' transformation requires organizations to constantly adapt due to globalization, technological advances, and other factors.
• 🤔 Two critical questions are posed: why is transformation exhausting, and how can we make it empowering and energizing instead?
• 🛑 Organizations often make change harder by acting too late, focusing on short-term results, or taking superficial, one-off approaches.
• 🌈 Five strategic imperatives are suggested to transform the approach to organizational change, all centered around putting people first.
• 🎯 The first imperative is to inspire through purpose, connecting the transformation to a deeper sense of purpose that can motivate a broader audience.
• 🔄 The second imperative is to 'go all in', meaning to focus not just on cost-cutting but also on growth initiatives, operational changes, and talent development.
• 🛠️ The third imperative is enabling people with the necessary capabilities for success during and after the transformation, much like athletes need different skills for different stages of a race.
• 📚 The fourth imperative is instilling a culture of continuous learning, shifting from a fixed mindset to a growth mindset, as exemplified by Microsoft's transformation under Satya Nadella.
• 👥 The fifth imperative is for leaders to be both directive, with a clear vision and accountability, and inclusive, capturing the hearts and minds of people through open debate and engagement.
• 🏆 Inclusive leadership is highlighted as critical, with the example of the Golden State Warriors' coach Steve Kerr, who created an environment of open debate and credited his assistant for a pivotal strategic decision.

Q & A

What is the general emotional response to personal self-transformation projects?

Personal self-transformation projects often occupy a very positive emotional space, making people feel empowered, energized, and even exhilarated.

How do people typically react to organizational transformations?

Organizational transformations are often met with fear and anxiety, with people associating them with potential layoffs and feeling the need to run and hide.

What is the term used to describe the constant need for organizational adaptation due to globalization and technological advances?

The term used is 'always-on' transformation, which signifies that organizations are in a state of continuous change and adaptation.

Why is organizational transformation often perceived as exhausting?

Organizational transformation is seen as exhausting because it is often approached in a crisis mode, focuses on short-term results without hope for the future, or takes a superficial, one-off approach.

What are the five strategic imperatives suggested to transform the way organizations approach change?

The five strategic imperatives are: 1) Inspire through purpose, 2) Go all in, 3) Enable people with the capabilities they need, 4) Instill a culture of continuous learning, and 5) Practice inclusive leadership.

How does LEGO's transformation strategy connect with a deeper sense of purpose?

LEGO's transformation strategy is guided by its powerful purpose to inspire and develop the builders of tomorrow, which is reflected in their global expansion and investment in innovation.

What does 'going all in' mean in the context of organizational transformation?

'Going all in' means not just focusing on cost-cutting measures like layoffs, but also investing in initiatives that drive growth, change company operations, and develop leadership and talent.

Why is it important for organizations to provide their employees with the necessary skills and tools during a transformation?

Providing employees with the necessary skills and tools ensures they can succeed during the transformation and beyond, making them feel energized and empowered in their new roles.

How did Chronos, a global software company, enable its employees to succeed during its transformation?

Chronos invested in new tools for monitoring and customer satisfaction, skill development for resolving service problems, and reinforced collaborative behaviors for a seamless customer experience.

What was the cultural shift that Satya Nadella aimed to achieve when he became CEO of Microsoft?

Satya Nadella aimed to shift Microsoft's culture from one of silos and internal competition to a living, learning culture with a growth mindset, where employees are encouraged to listen, learn, and bring out the best in others.

What is the importance of inclusive leadership during an organizational transformation?

Inclusive leadership is critical for capturing the hearts and minds of people, creating an environment of open debate, and encouraging suggestions that can lead to successful transformation.

Can you provide an example of inclusive leadership from the script?

An example of inclusive leadership is Steve Kerr, the head coach of the Golden State Warriors, who created an environment of open debate, solicited suggestions, and implemented ideas from his staff, such as changing the starting lineup during the 2015 finals.