time how we view and should how we implement
We live in turbulent times; a period marked by uncertainty, redistribution of power, confusing and chaotic behaviour in which the logic fails, which makes decision making more difficult. There is a growing acknowledgement for the need for change within organisations as a response to the changing environment. Changing times change how we think about change, and how we implement it. Leadership is often a stifler for change, due to their emphasis on past experiences, while the future in this high-velocity era is very different from the past. Leadership’s patterns of reasoning applied during the strategy process influence how they view their action space and the necessary actions. Given the unknowable environment, forecasting needs to make room for more collaborative actions of strategy making that evoke change through interactions and are aimed at creative problem solving, innovation, adaptability and learning. To make change stick, organisations should cultivate continuous improvement by building infrastructures for knowledge sharing, learning methods, etc. New approaches to leadership are essential to facilitate processes of emergence and self-organisation. A new breed of leaders is needed. Leaders that are able to create spaces for change. Leaders who understand their role as context-setters and designers of learning experiences.