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Recessions force leaders of almost all organizations, across the world, to contemplate about the impact of a profoundly Disruptive crisis.<\/p>\nRecessions force leaders of almost all organizations, across the world, to contemplate about the impact of a profoundly Disruptive crisis.<\/p>\n
Facing this crisis, some leaders flourish, causing their organizations to become stronger.\u00a0 Some clearly stagger through. \u00a0Still others are mere spectators to their organizations\u2019 downfall.<\/p>\n
Organizations that endure serious Disruptions<\/a> are expected to emerge more robust, and more capable of foreseeing and preparing for the next such event.<\/p>\n Regardless of the reason for Disruption, leaders of organizations are ultimately responsible for Managing Disruption.\u00a0 The organizational head has the most important role to play.<\/p>\n During times of Disruption, leaders of organizations<\/a> who lead using the following 3-phase structured approach will be the most effective:<\/p>\n Top leaders must spot the dynamics of Disruption, foresee its possible consequence, develop a plan to respond to it, control that response, and maintain the needed changes.<\/p>\n Let us go a little further into the details of each phase.\u00a0<\/strong><\/p>\n This involves assessing the likelihood of\u2014and the possible fallout of\u2014an adverse event.\u00a0 Preparing for it is the other part of this process that warrants keeping the extent of preparation proportionate to the type of, and probability of, the risk.<\/p>\n Predicting every Disruption is not possible but anticipating the varieties of Disruptions that may be especially damaging and preparing for them correspondingly is a possibility.<\/p>\n Clear distinction should be made between Risk Management<\/a> and Disruption anticipation.\u00a0 Risks against which organizations think they are hedged because of their competency and capabilities should be specially looked at.<\/p>\n Only the top boss of the organization can circumvent these limitations by learning to ask better questions on multiple tiers of the organization and looking forward instead of relying merely on past data.<\/p>\n Ensuring that there is an unmistakably defined objective and a persuasive motive for it, developing a workable and reliable plan for attaining that objective, and persistently and realistically pursuing it, is what this phase demands.<\/p>\n Forming a response to the Disruption is the responsibility of the head of the organization; leading from the front is critical for effectively managing a disruptive event.\u00a0 Head of the organization should consult all stakeholders, without prejudice, with humility, and listen to all opinions with an open mind.<\/p>\n After careful consideration the leader should announce a response delineating clearly what actions are needed, by whom, and in what time frame.<\/p>\n Swiftly implementing the changes through careful matching of top executive\u2019s capability to task is one part of the process, the more tedious and critical part is sustaining those changes so that they take root and become the way of doing things.<\/p>\n Organizations confronted with business crises, initiate suitable responses but all too often are incapable or reluctant to carry them to completion.\u00a0 In such scenarios the issues that stymied the response continue to remain un-examined, and the organization becomes even more ill-prepared for the next crisis.<\/p>\n To implement change and sustain an organization during Disruption warrants viewing minutely both the Organizational Design<\/a> and the Organizational Culture<\/a>.<\/p>\n It is the organizational head\u2019s responsibility to ensure the structure and the culture are ready for the needed changes and set to sustain the new strategies and each other.<\/p>\n Interested in learning more about Managing Disruption? \u00a0You\u00a0can download\u00a0an editable PowerPoint on Managing Disruption<\/strong> here\u00a0<\/a>on the\u00a0Flevy documents marketplace<\/a>.<\/p>\n You can download in-depth presentations on this and hundreds of similar business frameworks from the\u00a0FlevyPro Library<\/a>.\u00a0 FlevyPro<\/a>\u00a0is trusted and utilized by 1000s of management consultants and corporate executives.\u00a0 Here\u2019s what some have to say:<\/p>\n \u201cMy FlevyPro subscription provides me with the most popular frameworks and decks in demand in today\u2019s market.\u00a0 They not only augment my existing consulting and coaching offerings and delivery, but also keep me abreast of the latest trends, inspire new products and service offerings for my practice, and educate me in a fraction of the time and money of other solutions.\u00a0 I strongly recommend FlevyPro to any consultant serious about success.\u201d<\/p>\n \u2013 Bill Branson, Founder at Strategic Business Architects<\/p><\/blockquote>\n \u201cAs a niche strategic consulting firm, Flevy and FlevyPro frameworks and documents are an on-going reference to help us structure our findings and recommendations to our clients as well as improve their clarity, strength, and visual power.\u00a0 For us, it is an invaluable resource to increase our impact and value.\u201d<\/p>\n \u2013 David Coloma, Consulting Area Manager at Cynertia Consulting<\/p><\/blockquote>\n \u201cFlevyPro has been a brilliant resource for me, as an independent growth consultant, to access a vast knowledge bank of presentations to support my work with clients.\u00a0 In terms of RoI, the value I received from the very first presentation I downloaded paid for my subscription many times over!\u00a0 The quality of the decks available allows me to punch way above my weight \u2013 it\u2019s like having the resources of a Big 4 consultancy at your fingertips at a microscopic fraction of the overhead.\u201d<\/p>\n \u2013 Roderick Cameron, Founding Partner at SGFE Ltd<\/p><\/blockquote>\n","protected":false},"excerpt":{"rendered":" Recessions force leaders of almost all organizations, across the world, to contemplate about the impact of a profoundly Disruptive crisis. Facing this crisis, some leaders flourish, causing their organizations to become stronger.\u00a0 Some clearly stagger through. \u00a0Still others are mere spectators to their organizations\u2019 downfall. Organizations that endure serious Disruptions are expected to emerge more… Managing Disruption<\/span><\/a><\/p>\n","protected":false},"author":110,"featured_media":10752,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"neve_meta_sidebar":"","neve_meta_container":"","neve_meta_enable_content_width":"","neve_meta_content_width":0,"neve_meta_title_alignment":"","neve_meta_author_avatar":"","neve_post_elements_order":"","neve_meta_disable_header":"","neve_meta_disable_footer":"","neve_meta_disable_title":"","footnotes":""},"categories":[408],"tags":[2883,256,1015,2885,106,2882,793,1074,2884,880],"class_list":["post-10746","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-management-leadership","tag-anticipate-and-prepare","tag-business-continuity-planning","tag-disruption","tag-implement-and-sustain","tag-leadership","tag-managing-disruption","tag-organizational-culture","tag-organizational-design","tag-plan-and-respond","tag-risk-management"],"_links":{"self":[{"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/posts\/10746","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/users\/110"}],"replies":[{"embeddable":true,"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/comments?post=10746"}],"version-history":[{"count":7,"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/posts\/10746\/revisions"}],"predecessor-version":[{"id":10756,"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/posts\/10746\/revisions\/10756"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/media\/10752"}],"wp:attachment":[{"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/media?parent=10746"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/categories?post=10746"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/tags?post=10746"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}\n
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<\/a><\/p>\nAnticipate & Prepare<\/strong><\/h2>\n
Plan & Respond<\/strong><\/h2>\n
Implement & Sustain<\/strong><\/h2>\n
Do You Find Value in This Framework?<\/h2>\n