How Companies Are Coping With Disruption, According To Howard Kunreuther And Michael Useem

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‘If your organization has not yet experienced a serious disruption or crisis, it is probably not a question of whether it will occur, but when.’

‘Company leaders are now more prepared to think about the unthinkable, and to improve transparency, communication, and readiness to weather the worst.’

‘Deliberative thinking … gives greater attention to systematic analysis and complex protocols, both essential for company readiness for disruptions.’

‘A greater risk appetite requires higher tolerance for disruption.’

‘Companies are striving to prepare for and manage adverse events, disruptions, and crises in a more comprehensive fashion under the rubric of enterprise risk management and business continuity planning.’

‘When disaster strikes, if directors, executives, and managers have already put in place a risk management culture and architecture enabling them to take comprehensive action in response, companies will be better prepared to recover from disruption and remain aligned with the firm’s core values.’

‘Critical to a firm’s recovery are leadership and organizational preparedness, a readiness for fast action, a set of key risk indicators, and real-time data on the potential threats at hand.’

‘Bringing directors with prior executive risk-management experience on to the board can strengthen its deliberative oversight.’

‘Company failure to comply with regulations can damage not only a company’s regulation but even shut down its operations.’

Source

Howard Kunreuther and Michael Useem (2018). Mastering Catastrophic Risk: How Companies are Coping with Disruption

Taking Your Leadership To Your Next Level

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Leadership is about growth. As a leader, if you are not growing, you are not leading. You are not learning. You are not challenging yourself. And your people are not going to grow.

Because you are not moving forward. If you want to lead, you must learn. And you must encourage your people to do the same.

According to Robert J. Anderson and William A. Adams, ‘Self-leadership is the lifelong stance of continually focusing on a desired future and- in the midst of the current realities of our lives and organizations- taking action (individually and with others) to bring that vision into being.’

‘A business cannot outgrow the effectiveness of its leadership!’

‘Ineffective leadership caps the ability of an organization to grow, and this liability is exposed the minute you start to scale. Leadership that works at one level of scale is likely to run into serious limitations at the next level.’

‘Scale can only be achieved by developing capacity and capability in others. Effective leaders develop others.’

‘We need to shift from knowing to learning and from controlling to empowering.’

‘The organization cannot perform at a level higher than the collective effectiveness of the top leadership group.’

‘Leaders have a moral obligation to get good with people at scale. When you step into or are thrust into leadership, you are in the people business!’

‘You don’t lead results- you lead people to get results.’ The higher you go in an organization, the more you need to excel in relationships at scale.’

‘Regardless of what natural leadership traits you bring to the table, your leadership ability can and should be developed.’

‘Change and transformation are only worth the effort if there is something more or higher to gain or to create for which our current level of leadership is too small.’

Source:

Robert J. Anderson and William A. Adams (2019). Scaling Leadership: Building Organizational Capability and Capacity to Create Outcomes that Matter Most