A new Framework to deal with the Paradigm Shifts of our Times.

For over a decade we have been talking about and observing the acceleration in change; and the VUCA model has become a term that best encapsulated how we feel about the modern, accelerated world. While it has at times been both confused and overused, it has been a useful framework to raise awareness and generate ways to overcome some of its associated challenges.

Our education system hasn’t been (and in most cases still isn’t) preparing us to the reality of the big paradigm shifts happening in today’s economies. On the other hand, few employees doubt that change is the new constant and learning is part of the job. Everybody knows the huge shifts companies like Facebook, Tencent or Airbnb have meant to the ecosystems they touch. Digital platforms have created a new breed of business models and it’s a war zone. We get it.

We like to work with a Resilience model because it takes us a step further. It looks at remedies from within ourselves, our peers and our organization.

Learn how to build organizational resilience and become a key strategic contributor to a culture that bridges the cap between agility and consistency.

Home What does Resilience mean and how can it be achieved in your organization?

Anatomy of a
Resilient Organization
Interactive Feature
Ecosystem Organization Team Individual Please select an impact level:
Individual Understanding your Brain The brain is a 10,000 year old tool and is optimized to serve us with fight or flight reactions in split-seconds. Unfortunately, this capacity is what keeps us from making unbiased decisions. Self-regulation and Mindfulness Training our brain like a muscle gives us control over those split seconds where our animal brain normally would take over and make a rash or biased reaction or decision. Becoming a Change Agent Lead through example. Microexpressions and microactions have a huge impact on other people’s wellbeing and how effective change can be driven. Becoming aware of those small instances where we have a choice to adapt our behavior is key. Training Empathy and
the Courage to Listen
To truly listen is more than letting someone speak. It’s a responsibility of every leader. Leaders who know how to listen are able to build trusting relationships and create loyal and productive teams.
Dealing with Information Overflow We underestimate the value of our own attention and focus at the cost of effective decision making. We require filtering techniques to organize news, sort through clutter and recognizing patterns.  
Creating Space
& Enabling Focus
Resilience on an Individual Level
In the end, teams and organizations are both organisms that are built by living and breathing individuals that, in term, run according to laws of biology to were built over centuries of evolution and are difficult to change – yet, a better understanding enables us to take action and adjust behaviors where needed. Ecosystem Organization Team Individual Please select an impact level:
Team Intrapreneurial Spirit Team members need to be able to tap into their energy and passions and feel like they have some own skin in the game. That is only possible if they approach projects the same way they would approach a personal venture: as entrepreneurs, taking risks, being invested, reaping the rewards and learning from failures. Power in Diversity Besides psychological safety, the Google Aristotle project has identified diversity as a crucial factor in team productivity. Teams representing wide capabilities, backgrounds, lifestyles, and opinions – able to be be their true selves at work – deliver better results and bring major competitive advantages. Cultures of Trust & Transparency We all rely on open and honest communication so that constructive feedback can flow and learning is possible. To have teams excel at communication, they require a foundation of trust – which, in turn, only exists at the intersection of clarity, transparency and psychological safety. Giving Focus & Autonomy Teams require a shared perspective and the necessary autonomy to pursue their purpose with the means that seem most appropriate to them. Only with that clarity in place will a team make the most out of the flexibility of new working methods. Agile Techniques A number of different agile approaches – in part inspired by toolkits lent from industrial manufacturing, in part influenced by the Agile Manifesto – have given teams frameworks to organize their collaboration with greater flexibility and self-determination. Fostering Agility
& Transparency
Resilience on a Team Level
In order for teams to reach their full potential in the context of constantly evolving organizations and ecosystems, they require the right conditions to adapt quickly, both internally and externally. Establishing agility and transparency as guiding principles sets the right dynamics for self-organization and collaboration to take place. Please select an impact level: Ecosystem Organization Team Individual
Organization Purpose Having a North Star enables organizations to engage internal and external stakeholders and gives them a guiding compass to empower decision making when swift and decisive action is needed. Open and Fluid Companies need to engage in ecosystems and expose themselves to environments & stakeholders that hey traditionally would not interact with. Customer Centricity Whereas traditional organization tend to spend a lot of time focused on themselves and getting lost in internal debates, modern companies put the client at the core of their attention and focus structures and decision-making on customers as primary measure. Culture of Learning More and more companies are realizing that knowledge and experience have run its term as being the currency for ability and hence authority. In the future, an organization’s capacity to learn (and unlearn) and its ability to change are key factors for success. Flexible Goals
and Scenario Planning
The new reality requires individuals and organizations to incorporate change into their DNA. Long-loved stability becomes a hindrance – a habit that’s hard to kill.
Building Shock-Resistent
Resilience on an Organizational Level
Values such as clarity, loyalty, quality, reliability and responsibility find a new purpose. They all contribute to resilience, which – paired with courage and endurance – is crucial in the volatile and ambiguous context we face.
In this all, technology – which is not just advancing but actually accelerating –plays an important role facilitating exchanges and supporting decisions. Yet the only thing truly evolving organizations are shifts in human behavior.
Ecosystem Organization Team Individual Please select an impact level:
Ecosystem Acceleration & Deceleration While innovation and communication cycles are getting shorter – mainly as a result of a removal of barriers and lower cost – we recognize that changing behaviors and aligning teams requires first and foremost time. Diversification & Focus While it seems intuitive to please masses with choice and to reduce risks by taking a broad aim, it is courageous commitment to a single focus and simple approaches that make for the most sustainable of solutions. Growth & Disruption While the laws of economics teach us that there are positive effects in scale and size, those disrupting legacy systems are often small. They win with the power of their speed and agility whereas large structures lag.

Ecosystems of conflicting tensions There are many opposing powers and paradoxes that create tensions for organizations. Finding ways to respond and anticipate the current paradigm shifts is cruicial for organizations. While VUCA is a reality and here to stay, let’s try and rephrase some of the pressures it represents: VUCA is here to stay.
What now?
Ecosystem Organization Team Individual Please select an impact level:

Companies Discover the True Value of Purpose

By |April 17th, 2019|

Companies Discover the True Value of Purpose Purpose provides stability and clarity in order to embrace agility and ambiguity — which could well serve as a definition of Resilience. Companies are restructuring with this [...]

Sign up here to subscribe to WDHB Quarterly and get new inputs and news from us – you guessed it – four times a year!