The world is changing fast. As this recent Mercer article points out, organizations need to change leadership expectations and training. But if leaders are already stressed and struggling to keep up, how can they thoughtfully re-evaluate leadership development and strategy?
“Move slow to go fast” is an idea at least as old as the Roman Empire but hard to do. There’s no one size fits all answer for how to make it happen, but an organization’s most senior leadership needs to support and role model the effort. What can be de-prioritized to generate time to slow down and establish organizational understanding of where leadership needs to focus and adapt? Are leaders safe if they dedicate time to deliberate behavior practice and if not, how can it be made safe? Slow down and think about the right questions.
What can you and your organization do to slow down and look at leadership expectations and development?