Rapid Discontinuous Change
Rapid Discontinuous Change
Being a leader in today's Business Culture is not always easy. There is therefore an even greater need for leaders to understand the landscape of both the people they lead and the customers that they are trying to impact. If your organization isn't reflecting similar rhythms to the global market, then you are simply going to be left behind.
One of the key roles of leadership today is to get and keep your finger on the pulse to the current trends. In order therefore to bring Maximum impact, to the team you lead, you must be prepared to be one step ahead and in a state of continuous growth. So let me share with you the meaning and impact of the trend of Rapid Discontinuous Change.
Rapid
This new phrase - Rapid Discontinuous Change (RDC) - is now being used to describe three unique trends happening in the West (and quickly affecting the rest of the world). The first needs little explanation. We all know that things are changing rapidly. Therefore, the first crucial thing that leaders need to embrace in order to be ahead of the global game is an attitude, which looks to change as the normal way of operating. It is all about attitude. Don't fight change, embrace it. Work with it as your ally. Attitude adjustments can be difficult to pull off, but not impossible and working with a good coach will increase your odds for success. it is amazing how much internal change (transitioning) can be achieved with just the right help.
The rapidness of which change has been occurring is now forcing Leaders to deal with unique generational styles of interpersonal behavior. Change between colleagues (and customers) in the workplace is vastly more different than in previous generations. If you ignore this, you will experience significant team conflict. You will also experience a disconnectedness with more and more of your customers. By the way, I have a professional assessment which will help you understand which generational influencing style you use (and it does not always correspond with age). So if you would like to know your style and how to better adjust or "flex" your natural approach with others, then just click this Professional Assessment Link . and read about it and order one for yourself.
Discontinuous
"Discontinuous" speaks of the fact that we no longer have an organizational approach to business where we can predict the future trends by looking back at the previous trends. In business it used to be that if we looked back ten years to the previous trends then we could "CONTINUE" to forecast that trend into the next 5 - 10 years. We would, therefore, develop our business plan based upon the past "slow continuous changes". The changes in the business world are now so rapid that our leadership styles have to be more adaptive. If we are to survive long term, we must be more emotionally intelligent (in tune) with our staff. colleagues, and customers. (If you would like to measure your emotional Intelligence click on this Assessments link to participate in an online assessment).
Each business needs to be more committed to conducting their own market research. Since the trends of customers are changing rapidly, it makes sense that we need to be getting their feedback more often in order to better market our goods and services to them. We need to discover, more accurately, how well we are reaching our customers and meeting their needs. If this is not a part of our strategic plan, then we have no hope of keeping up with and adjusting to the necessary cultural changes of our customers.
Change
Change is a dirty word for most of us. We all at some time hate to face certain types of change. Especially when it affects our comfort and status. If the truth be known, we don't really hate change - just the perceived loss that change may bring. For example, if I were to give you one million dollars it would change your life, and you would probably receive it with gladness.
Inevitably, in the workplace, we will have to adapt to meet the needs of our customers and/or shareholders. The trouble is if we don't deal with it in context to the needs of the whole of the organization (higher purpose) we will soon be out of a job. The trick is to remain flexible so that we don't see change as the enemy, but our friend to success.
If through our position at work we have the privilege to go through times of being comfortable and receiving positive status, it is human nature to try to hang onto it. The reality is that whatever current situation we are in now, will change. What we need to do is be very thankful that we have had a great experience of work (many never do) and hold onto it loosely. I am not talking about some type of "Fatalism" (we need to strive for the best outcomes), nor further acts of "Denial" (pretending like nothing is wrong). We need a healthy balance to be contributing to the things we can influence, and letting go quickly of the things we cannot change. The question is, "Will you react destructively to change that moves you out of a perceived advantage or respond constructively to it?" The difference between those two things, will make all the difference in your whole organization, your work colleagues, your personal life (stress levels), and your family.
Conclusion: RAPID DISCONTINUOUS CHANGE is currently the only constant and for now it is here to stay. It is not to be feared, neither is it to be ignored. It is to be navigated through and the more we recognize and adjust to the terrain the more effective we will be.
Rapid Discontinuous Change - To learn more about this author, visit Dave Allan's Website.
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Rapid Discontinuous Change
Being a leader in today's Business Culture is not always easy. There is therefore an even greater need for leaders to understand the landscape of both the people they lead and the customers that they are trying to impact. If your organization isn't reflecting similar rhythms to the global market, then you are simply going to be left behind.
One of the key roles of leadership today is to get and keep your finger on the pulse to the current trends. In order therefore to bring Maximum impact, to the team you lead, you must be prepared to be one step ahead and in a state of continuous growth. So let me share with you the meaning and impact of the trend of Rapid Discontinuous Change.
Rapid
This new phrase - Rapid Discontinuous Change (RDC) - is now being used to describe three unique trends happening in the West (and quickly affecting the rest of the world). The first needs little explanation. We all know that things are changing rapidly. Therefore, the first crucial thing that leaders need to embrace in order to be ahead of the global game is an attitude, which looks to change as the normal way of operating. It is all about attitude. Don't fight change, embrace it. Work with it as your ally. Attitude adjustments can be difficult to pull off, but not impossible and working with a good coach will increase your odds for success. it is amazing how much internal change (transitioning) can be achieved with just the right help.
The rapidness of which change has been occurring is now forcing Leaders to deal with unique generational styles of interpersonal behavior. Change between colleagues (and customers) in the workplace is vastly more different than in previous generations. If you ignore this, you will experience significant team conflict. You will also experience a disconnectedness with more and more of your customers. By the way, I have a professional assessment which will help you understand which generational influencing style you use (and it does not always correspond with age). So if you would like to know your style and how to better adjust or "flex" your natural approach with others, then just click this Professional Assessment Link . and read about it and order one for yourself.
Discontinuous
"Discontinuous" speaks of the fact that we no longer have an organizational approach to business where we can predict the future trends by looking back at the previous trends. In business it used to be that if we looked back ten years to the previous trends then we could "CONTINUE" to forecast that trend into the next 5 - 10 years. We would, therefore, develop our business plan based upon the past "slow continuous changes". The changes in the business world are now so rapid that our leadership styles have to be more adaptive. If we are to survive long term, we must be more emotionally intelligent (in tune) with our staff. colleagues, and customers. (If you would like to measure your emotional Intelligence click on this Assessments link to participate in an online assessment).
Each business needs to be more committed to conducting their own market research. Since the trends of customers are changing rapidly, it makes sense that we need to be getting their feedback more often in order to better market our goods and services to them. We need to discover, more accurately, how well we are reaching our customers and meeting their needs. If this is not a part of our strategic plan, then we have no hope of keeping up with and adjusting to the necessary cultural changes of our customers.
Change
Change is a dirty word for most of us. We all at some time hate to face certain types of change. Especially when it affects our comfort and status. If the truth be known, we don't really hate change - just the perceived loss that change may bring. For example, if I were to give you one million dollars it would change your life, and you would probably receive it with gladness.
Inevitably, in the workplace, we will have to adapt to meet the needs of our customers and/or shareholders. The trouble is if we don't deal with it in context to the needs of the whole of the organization (higher purpose) we will soon be out of a job. The trick is to remain flexible so that we don't see change as the enemy, but our friend to success.
If through our position at work we have the privilege to go through times of being comfortable and receiving positive status, it is human nature to try to hang onto it. The reality is that whatever current situation we are in now, will change. What we need to do is be very thankful that we have had a great experience of work (many never do) and hold onto it loosely. I am not talking about some type of "Fatalism" (we need to strive for the best outcomes), nor further acts of "Denial" (pretending like nothing is wrong). We need a healthy balance to be contributing to the things we can influence, and letting go quickly of the things we cannot change. The question is, "Will you react destructively to change that moves you out of a perceived advantage or respond constructively to it?" The difference between those two things, will make all the difference in your whole organization, your work colleagues, your personal life (stress levels), and your family.
Conclusion: RAPID DISCONTINUOUS CHANGE is currently the only constant and for now it is here to stay. It is not to be feared, neither is it to be ignored. It is to be navigated through and the more we recognize and adjust to the terrain the more effective we will be.
Rapid Discontinuous Change - To learn more about this author, visit Dave Allan's Website.
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Leanne Hoagland-SmithAre your sales where you want them to be? Will you be one of the few who achieves sales or business success or one of the many who have failed to change? Are you tired of being told you are like everyone else? Then you may find my first book on sales of interest. Be the Red Jacket in the Sea of Gray Suits, The Keys to Unlocking Sales available at Amazon or at http://www.processspecialist.com/red-jacket.htm. This book is a reflection of my no-nonsense approach to improving sales to overall business results. If you are truly committed to making sustainable changes, then I can help you secure a positive return on your investment because I focus on executable solutions not telling you the problems you already know you have. From training to corporate (group) coaching to executive one on one coaching, my approach is to assess, create awareness, build a goal driven action plan and then execute. The bottom line question is "Not do you or your employees know it, but do you or they want to do it?" Please call for a free strategy session at 219.759.5601. - Visit Leanne Hoagland-Smith's Website |
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Anne BarrAnne Barr has over 26 years experience in sales and marketing, six years as a franchisee. She has assisted over 367 business owners and purchasers to achieve their goals in career change, transition and exit strategy. She holds the designation of Certified Franchise Executive from the International Franchise Association, Certified Business Intermediary from the International Business Brokers Association and Board Certified Broker from the Texas Association of Business Brokers. Anne is active in professional organizations, networking groups and volunteers for non-profit entities. As owner/operator of four successful businesses, Anne has proven people skills and enjoys helping clients find the right "fit" in business ownership. Visit www.FranchiseOpportunitySpecialist.com for more information about me and my company. - Visit Anne Barr's Website |
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