In an increasingly disrupted world, leaders need to be agile and adaptive. Strategic thinking must be embedded in the culture of organisations, with an ‘open all hours’ attitude. Strategic planning is no longer enough, and is only a focus towards of the strategic development process.
A collaborative culture doesn’t happen by accident. It needs to be deliberately led, reinforced by organisational values, integrated into the culture of the organisation and grown with a bit of pizzazz. One of the best examples of this can be found at Jade Software, in Christchurch, New Zealand. The company focuses on complex business problems solved beautifully. I love that!
Ethical behaviour matters more than ever before. Leaders who understand this are more likely to attract staff and clients. The ‘pull’ factor, the growing of a tribe and the accelerating emphasis on corporate social responsibility all point to ethical leadership as being a key trait.
Collaboration: a key trend and also one of the latest buzz words. This year I set myself the target of writing a book about collaboration to separate the rhetoric from the reality and to explore how we might use our collective talents to create something better
I have been interviewing leaders from a range of different organisations and community groups that have been collaborating in new ways since the Christchurch earthquakes. Five things stand out for me so far: Read blog post >
Does collaboration need the use of technology at all? Over the last months I have been interviewing organisations that have been collaborating in some pretty interesting ways. And they have all focused on face to face collaboration, not on the use of digital technologies. I am wondering how the increased focus on collaboration and the rise of ubiquity impact on one another. Read blog post >
Ubiquity – a key focus for 2014. In my last post I outlined some of the features of ubiquity and why it is so important. I want to take my ideas a little further, considering the impact for leaders and why it is important to consider what is happening at the fringes. I’ve put some of my thoughts on ubiquity for leaders into the following slidecast.
It’s the time of year when many of us look back, consider the goals we set, and review our successes. That is exactly what I have been doing. Over the year I have worked with wonderful leaders in New Zealand, Australia, Ghana, United Arab Emirates and Thailand. I have worked with a diverse range of industries and people, with the common thread of wanting to think beyond the status quo. It has been a real privilege to help others develop their aspirational futures and work to create future focused organisations. Read blog post >
Last week I attended the World Futures Society Conference, in Chicago. At this conference I connected a few dots together about the role of ‘Big’ in the future. And I am not just talking about Big Data (Big Da). There were clear signs that there is more to big. As leaders, we need to understand BIG and its role in changing the way we work. Big is the future. There are four main ways in which this can be considered. Meet the Big Family:
How would you like a video about your organisation and your leadership of it, to be seen by millions of people? Sound exciting? What about if the message was negative rather than positive? Still so keen?
Dr Cheryl Doig is currently curating a book on collaboration, with input from around the globe.
Click here to find out more information.