Are you currently on your disruption journey?
Growth is always hard, and disruptive growth is exponentially harder. It requires companies to make tough decisions in the face of daunting uncertainties.
Learn more about my book The Disruption Mindset: charleneli.com/disruption-min
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Charlene Li (she/her)
@charleneli
Helping leaders thrive with #disruption as a Principal Analyst at Altimeter, a Prophet Company. Author Engaged Leader & Open Leadership, Co-Author Groundswell
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Flux cultures build a foundation of trust and safety, giving people the emotional strength to confidently push into the unknown and take audacious risks.
People will disrupt and radically transform how they work and do things only if they feel safe.
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Managing the Disruptive Force of AI
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Worried Skeptics’ nature is to look at the world from a glass-half-empty perspective and worry about all of the things that can go wrong.
And with good reason: they are often the leaders who get called when things blow up because they excel at cleaning up the mess.
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We’re more optimistic about women’s opportunities in the workplace and our beliefs of what women can achieve has improved significantly.
But our behaviors haven’t changed. And if we want to unfreeze this messy middle, we need to dig into the unconscious biases we all have.
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Create a strong sense of power across your organization, where everybody has power because they have access to information, they are experts or know experts, and they have connections across the organization.
I’m excited, but can I trust it?” The Latest Research on Consumers and AI
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As a leader, it’s tempting to define and measure your relationship with followers from your point of view or that of the organization. But step back and look at it from the followers’ perspective. Dig deep into how you think they would feel after a discussion with you.
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Disruptive transformation is complicated and elusive.
It is more than just the right mix of product, timing, and strategy. It requires transforming the entire organization and its culture, and that starts with the mindset and behaviors of the leadership team.
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Someone’s taking a half day to watch their kid’s talent show? They’ll be out of the office for their family’s annual weeklong staycation? They just bought their first house and are moving in?
Encourage your team to take time to celebrate these milestones — away from work.
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For people to overcome their fear of failure and grow their confidence in using new skills and behaviors, they need a safe space.
Check out my training page: charleneli.com/training/
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The Growth of “Neuroscience AI” with Scott Siegel
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While your style and approach may vary, there is one non-negotiable part of leading the movement: it needs someone to be the spark. So why not you? There is so much opportunity out there, so many problems to be solved, so much work to be done.
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Are you picking the right type of engagement that fits your leadership style and your leadership objectives?
Be very thoughtful and strategic about how your engagement is going to lead to transformation.
Check out my training page for more information: charleneli.com/training/
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Disruptors not only have a strong sense of purpose; they also craft and deploy manifestos to galvanize followers into committing to the cause. Their attitude regarding control is characterized by a tendency to be comfortable making decisions before having all the answers.
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Serving your community or the environment doesn’t just come from making charitable donations or offering low prices. It comes from committing to better business practices and doing things in innovative, excellent ways.
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Disruptors change aspects of their culture to keep their people focused on their core objective: creating disruptive transformation and value for future customers.
Why are future customers essential during an economic downturn?
The focus here isn’t on defining your current customers. It’s on understanding where your customers are headed and taking steps to meet their needs.
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How ChatGPT Challenges Humanity — and Trust
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Why are symbols essential to an organization?
Symbols stand as silent sentinels, reminding us of common beliefs.
One of my favorite examples of symbols comes from Oxo, the maker of well-designed housewares.
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To be disruptive, you must create structures and processes that provide a stable foundation for disruptive change, and that stability allows you to focus on the future.
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Your job, as a leader, is to include team members in the decision-making process — whether you create a way for them to quickly funnel information to the right people or give them the authority to make changes on the fly.
Technology and innovation can transform businesses, but only when allied with visionary and effective leadership. In this article, my colleague Rachael Brassey explores the secrets to successful and purposeful leadership:
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How ChatGPT Challenges Tech’s Biggest Economic Engine
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How often are you receiving feedback from people?
Clearing the air of hidden agendas and unsaid feedback creates confidence that there is nothing left that stands between us. This can happen only if there is trust that being honest about your opinion won’t come back to bite you.
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Agency smooths the power dynamics of hierarchies.
Your employees shouldn’t have to compromise in order to appease an executive somewhere in the chain of command.
How do you implement agency among employees?
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So, why do you need to commit to disruption?
As long as there is a hope that executives might give up and reverse course, your employees, customers, and partners won’t fully commit.
There must be total and utter conviction that the path forward is the only one to take.
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How Much Progress is “Enough”? On the Leadership Pipeline
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How are you transparent within your organization?
When I ask people what they really want in their leader, two things come up again and again: They want people to be honest, and they want people to be fair. You do those two things, and people will trust you.
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Do you want to make your business transformation go viral?
Create an atomic network.
An atomic network is the smallest possible network needed to be stable and grow on its own. Find the key people in your organization who will help you carry the torch of change.
Are you a breakthrough innovator?
Then, you can’t be afraid of failure.
Experimentation is our responsibility as leaders, but that means we must be comfortable with failure. We have to embrace it and admit that it will happen.
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In The New Rules of Disruption, learn why success in digital leadership comes from listening, sharing, and engaging in new ways.
You can listen here or wherever you get your podcasts: charleneli.com/podcast/
True or false? You should develop a future vision of your customers.
TRUE.
Doing deep, meaningful research is a serious investment, and it may be difficult to secure funding when the organization and its executives are wired to focus on the short term.
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How to Foster Leadership (in people who don't see themselves as leaders)
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Organizations that believe in giving all their employees agency— that is, the capacity to act independently and make their own choices—help them see themselves as owners and leaders of their transformation strategy.
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Why should you focus on future customers?
Disruptive organizations focus relentlessly on the needs of future customers to drive their growth, lifting the strategy above departmental battles or technology disagreement.
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One of the best ways to connect your goal to your business is to create the right partnerships. Sometimes we need resources outside our organizations to make change happen, and developing strategic partnerships with strong leadership can help create the right culture.
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How can you lead “digitally” and engage followers in such a crowded and competitive landscape?
In this course, I’ll explain the three steps for extending leadership into the digital space: listening, sharing, and engaging.
Check out my training page: charleneli.com/training/
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Grow Your Way out of an Economic Downturn
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