Role Reflection helps leaders to develop a deeper understanding of their impact, their responses and areas for improvement. Above all it is about engaging with oneself as part of a "human system" of interconnected thoughts, processes and actions.

How often have you seen teams working within their “silos” and not really knowing what is happening across the organisation, or in the wider business ecosystem? The American Management Association report that 83% of executives observe silos in their organisations and 97% think it is having a negative impact on performance. So why do teams keep doing it?

As we emerge into a post-digital, post-pandemic world we have seen how hyper-connected our societies, industries and environments have become. The well known metaphor of the butterfly flapping its wings and causing a storm on the other side of the world has become painfully evident over the last year. Whether it is due to digital transformation, globalisation, the impact of climate change or the pandemic we see how everything is connected.

For teams to be sustainable with enduring impact they require trust, a common purpose, adaptability and connection to the ecosystem of which they are a part.

The corporate world is arguably in the greatest period of transformation. This revolution it is in, is largely one about how it “shows up”, and the choices available in how it responds to the events of our time. With the right kind of leadership skills, this revolution is also a period of opportunity. So, who are the leaders we are talking about, and what is the “it” we are referring to in the corporate world? Who is the “we” and who will drive this period of opportunity?

All around us are the very real signs that we are in a massive transformation, and people are at different stages of grasping the enormity of it. Gleicher’s Formula for change speaks to the fact that change is possible when people have a clear vision of the future. However, what happens when the future isn’t clear? Or is it that the picture we are being shown is simply too overwhelming?  

Advances in technology and the workplace transition from on-premise to remote, to now a hybrid of the two, promises disruption after disruption, but what does this mean for the organisation of the future? Beyond talk of digital human and driverless cars, how can humans relate to the future? Here are five things to bear in mind as your organisation prepares for future change.

The competitive race for innovation vs our ability to integrate continues to be one of humanity’s greatest dilemmas – many would argue we have not progressed in closing the gap because those who are at the cutting edge lack the patience and empathy for those at the lagging edge and vice versa.