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4 Steps To Becoming More Adaptable To Change

https://www.fastcompany.com/3043294/4-steps-to-becoming-more-adaptable-to-change

fastcompany.com

4 Steps To Becoming More Adaptable To Change
The world can seem like a daunting, complicated place at times, especially considering the perpetually increasing complexity of our jobs. I could count on a single hand the number of leaders who have told me they're not concerned by the mounting changes in the workplace.

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Experiment And Learn

Experiment And Learn

Complexity calls for a series of safe-to-fail experiments–little bets that we can use to nudge the system in the desired direction. Instead of picking a final destination and trying to close the gaps, try finding places for experimentation and learning.

The experiments should be small, inexpensive, and most importantly they should be things you can learn from.

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Consider The Bigger Picture

Consider The Bigger Picture

We tend to pull things apart and solve the pieces one at a time. But complex systems have too many variables for a reductionist approach to work perfectly.

If you find yourself being drawn to the minutiae, try to find the patterns. When you feel yourself bouncing back and forth between two details, instead of thinking of them as opposites, see what balance you can strike between the two sides.

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Accept Multiple Perspectives

Accept Multiple Perspectives

You need to seek out different perspectives and not try to convince anyone that you’re right.

You can tell you’re not taking someone’s perspective into consideration if you think of him as  not getting it. Try holding back on forming an opinion and instead actively listen to those you have written off as a lost cause.

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Ask Different Questions

Ask Different Questions

Ask unusual questions when seeking for new answers, else you get the usual answers. 

Push yourself to think what’s surprising, what you are ignoring and what you thing might be of use. Different questions open you up to new possibilities and create a more flexible, agile mind-set.

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The ABCDs of categorizing decisions

The ABCDs of categorizing decisions
  • Big-bet decisions: infrequent and high-risk - from major acquisitions to game-changing capital investments;
  • Cross-cutting decisions: frequent and high-risk - think pricin...

Approaching big bet decisions

  • Appoint an executive sponsor to work with a project lead to frame important decisions for senior leaders to weigh in on;
  • Break things down (with decision meetings at each stage), and connect them up.
  • Focuses on debating the solution (instead of endlessly elaborating the problem) and gather the right people.
  • Move faster without losing commitment: get comfortable living with imperfect data and being clear about what “good enough” looks like.

Approaching cross-cutting decisions

  • Identify decisions that involve a cross-cutting group of leaders, and work with the stakeholders of each to agree on what the main steps in the process entail.
  • Work through a set of real-life scenarios to pressure-test the system in collaboration with the people who will be running the process.
  • Limit the number of decision-making bodies, and clarify for each its mandate, standing membership, roles etc.
  • Create shared objectives, metrics, and collaboration targets.

Diversity & Inclusion

Diversity & Inclusion

There is a significant relationship between competitive profit gains and diversity.

Companies with gender, ethnic and racial diversity are at least 15 percent more likely to experience...

5 Lessons for Managing D&I

  • Recognize the Shift in Global Understanding of D&I.  Diverse thinkers come from a variety of different backgrounds.
  • Build an Inclusive Environment. All people are encouraged to draw upon their unique experiences, perspectives and backgrounds to advance business goals.
  • Use Multiple Practices and Measures.  Have solutions in place to monitor and retain a talented and diverse workforce.
  • Ensure Leaders Model Diversity and Inclusion. It sets the tone for the rest of the organization to follow suit.
  • Recognize the Connection Between Innovation and D&I. Diversity and inclusion increase innovation and reduce business risk.

Cognitive Diversity

The concept of cognitive diversity focuses on diversity of thinking and is composed of four dimensions:

  • Perspectives. People represent situations in different ways
  • Interpretations. Through diverse interpretations, teams can discover multiple resolutions.
  • Heuristics. People resolve issues in different ways.
  • Predictive models. Some analyze, and others look for a story. Both are useful for discovering workplace solutions.