How to Navigate Uncertainty in 16 Strategic Steps

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October 10, 2023
Leadership & Development

In 2015 I took my first steps into the fascinating world of one of the world's top business schools in the picturesque Vevey. I had the privilege of introducing managers from a global player to the world of tomorrow and how to prepare for it


A transformative train ride.

In 2017, the London Business School gave me an unexpected mission. Over those two years, my style had become less academic and more rock and roll, less conventional. Apparently, I had pushed the managers to think too boldly and they felt stifled by 'the top brass who didn't get it' afterward. I was tasked with taking the top executives of the Swiss giant on a journey through my narrative for a whole day. It was a make-or-break situation. If I failed, it would be game over between the school and me. 

A few nights of restless anticipation later, I embarked on the train journey from Geneva, armed with a fresh and interactive session in my arsenal. On the return journey, fueled by exhilaration and inspiration, I penned an article that found its way into the pages of De Tijd.


The Emergence of Talent.

During that transformative experience, a genuine miracle unfolded before my eyes. The typically reserved individuals in their gray suits broke free from convention, emerging with a vibrancy and innovation they themselves found hard to believe. It was as though this remarkable transformation had been orchestrated by an external force. But in reality, it was the rekindling of talents within them that had long remained dormant, buried beneath the demands of routine and conformity.

What emerged was nothing short of a revelation—a new format that breathed life into their professional world. This experience demonstrated that beneath the surface, untapped wellsprings of creativity and ingenuity exist within individuals and organizations, waiting to be harnessed.


And the best part of all: I learned just as much from the participants and incorporated these learnings into future sessions—a double flywheel effect. 


In a time when multiple S-curves intersect in a dizzying symphony of change, it would be sheer folly to declare that anyone holds the keys to the future. The one undeniable truth we possess is our own profound ignorance. There's no single, definitive future to grasp; it's a complex tapestry woven from every action and inaction we undertake in the present. In a world woven together by interconnected threads, where our impact resonates like a symphony, no one individual dictates the narrative, yet collectively, we become authors of myriad possible tomorrows. 


Magic formula.

But what then is the magical formula for organizational success? It's not about predicting the future and charting a meticulous course to that elusive destination. Playing the lottery might offer similar odds. You could win, perhaps, but I wouldn't wager my fortune on it. No, the formula is one of preparedness. Not for everything, mind you, for that would imply a comprehensive knowledge of all things, a notion that rings hollow in the real world. Instead, we must prepare for anything.


Change as a companion.

In other words, businesses find themselves at a crossroads, compelled to configure their very essence to be hypersensitive to the faint whispers of "the new" and agile enough to grasp these opportunities with lightning speed. This means embracing change as an unyielding companion, adopting change management strategies as a way of life, and weaving agility and other buzzwords of the day into the very fabric of the organization. 


The tale of the Monkey.

How often do I hear the refrain: "Rik, we must liberate ourselves from the confines of silos, the shackles of top-down decision-making, the weight of corporate bureaucracy, and the rigidity of our hierarchy." "Very well," I respond, "but what, my friend, is your destination?" It's a tale reminiscent of the monkey tasked with reciting Shakespeare in reverse(*). First, we construct the grand stage upon which our simian actor will perform, and we painstakingly erect the theater that surrounds it. Yet, curiously, we keep postponing the pivotal act of training the monkey itself. The act of tearing down is the easy part, but determining what we should construct in its place is the true conundrum. Once we attain that elusive clarity, we find ourselves armed with the knowledge of what to preserve, what to dismantle, and even more critically, what new marvels we must forge from the fragments of the old. 


Adapt or die.

To succeed in the Twilight Zone, companies need to embrace change, adopt a more flexible mindset, and be willing to let go of old ways of doing things. Companies must adapt to the ever-changing landscape to thrive. They must be agile, innovative, and willing to explore new paradigms rather than clinging to traditional structures and strategies. And these are the 16 strategic steps that can help you with that:


16 Strategic Steps

1. Cultivate an Agile Mindset:

Encourage your team to embrace change and be open to new ideas. Create a culture where experimentation is encouraged, and failure is seen as an opportunity for learning and improvement.

Example: Implement regular brainstorming sessions where team members are encouraged to propose innovative solutions and ideas, even if they seem unconventional.

2. Stay Informed:

Leaders should stay up-to-date with the latest technological trends and their potential impact on their industry. This might involve attending conferences, reading industry publications, and networking with experts.

Example: Attend industry-specific conferences or webinars to gain insights into emerging technologies and market trends. Share this knowledge with your team to inform strategic decisions.

3. Invest in Continuous Learning:

Support ongoing education and skill development for yourself and your team. This could include workshops, online courses, or mentorship programs.

Example: Provide employees with access to online courses or workshops that enhance their skills and knowledge, allowing them to stay relevant in their roles.

4. Foster Cross-Functional Collaboration:

Break down silos within your organization and encourage different departments to work together. Cross-functional teams can often find innovative solutions to complex problems.

Example: Create cross-functional project teams composed of members from various departments to tackle complex projects or address organizational challenges.

5. Embrace Data-Driven Decision-Making:

Use data analytics to inform your decisions. This can help you identify trends, customer preferences, and areas for improvement within your organization.

Example: Analyze customer data to identify purchasing patterns and preferences, enabling more targeted marketing campaigns and product development.

6. Empower People:

Give people the autonomy and resources they need to make decisions and drive innovation within their areas of expertise.

Example: Allow people to take ownership of specific projects, granting them the authority to make decisions and implement creative solutions.


7. Promote a Culture of Innovation:

Encourage your team to generate and explore new ideas. Provide a platform for employees to share their innovations, and reward creativity and initiative.

Example: Set up an internal innovation competition where employees can submit their ideas for improving processes or developing new products, with prizes for winning concepts.

8. Invest in Technology:

Allocate resources to invest in the right technology tools and infrastructure that can improve efficiency and enhance your organization's competitiveness.

Example: Implement best of class customer relationship management  and marketing automation software to streamline marketing, sales and customer service processes, enhancing the overall customer experience.

9. Ethical Considerations:

Make ethics a central part of your decision-making process. Ensure that your organization's use of technology aligns with ethical standards and principles.

Example: Develop and communicate clear ethical guidelines for data privacy and handling customer information, ensuring compliance with relevant regulations.

10. Adaptability and Change Management:

Develop change management strategies and practices within your organization. Help your team navigate transitions and adapt to new processes and technologies.

Example: Establish a change management team to guide employees through significant organizational changes, providing training and resources for a smooth transit

11. Customer-Centric Approach:

Place a strong emphasis on understanding your customers' needs and preferences. Use technology to gather customer feedback and tailor your products or services accordingly.

Example: Implement a customer feedback system that collects real-time feedback through surveys, social media, and direct interactions to improve product features and customer service.

12. Build Ecosystems:

Consider forming strategic partnerships or collaborations with other organizations in your industry or related sectors. These partnerships can lead to shared resources and innovative solutions.

Example: Collaborate with a technology startup that specializes in a complementary area to jointly develop and launch new products or services.

13. Scenario Planning:

Develop scenarios for different potential future outcomes. This can help your organization prepare for a range of possibilities and respond more effectively to unexpected changes.

Example: Create a chaos-monkey scenario where a major disruptive event occurs in your industry, such as a new competitor entering the market, and develop a contingency plan for how your organization would respond.

14. Communication and Transparency:

Maintain open and transparent communication channels within your organization. Keep employees informed about changes and the reasons behind them.

Example: Implement regular town hall meetings where leadership shares updates on the organization's strategy, goals, and financial performance, and allows employees to ask questions.

15. Become Antifragile:

Create a resilient organization that can withstand disruptions. This might involve building redundancy into critical systems, having a crisis management plan in place, and regularly stress-testing your operations.

Example: Develop a comprehensive business continuity plan that outlines how the organization will continue operations in the event of natural disasters, cyberattacks, or other disruptions.

16. Feedback Loops:

Establish feedback mechanisms to gather input from employees, customers, and other stakeholders. Use this feedback to make informed decisions and drive continuous improvement.

Example: Implement regular employee surveys to gather feedback on workplace satisfaction and areas for improvement, and take action based on the results to enhance the employee experience.

It’s important to realize that you can’t develop these 16 strategic steps by telling your people about them. That’s also why my learning sessions are a transformative journey designed to help participants discover these steps within themselves and their organizations. Over the years, I have learned that there are untapped reservoirs of creativity and ingenuity lying dormant beneath the surface. These capabilities exist not only within individuals but also within the collective intelligence of organizations.

If you are interested in uncovering that hidden potential, join my Masterclass “Build your future” in December, where - through a series of interactive activities thought-provoking discussions, and collaborative exercises - I will guide you and your team to explore and uncover these hidden wellsprings of innovation and adaptability. You will leave the session empowered with the tools and mindset to identify, nurture, and apply these 16 steps in your unique organizational contexts.

Rik Vera
Rik Vera
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October 10, 2023
Leadership & Development