Even if there are failures along the way, good leaders should not lose sight of long-term goals.
Out of personal interest, I have been researching microbiomes and how good gut health is essential to well-being. You might think it has nothing to do with organizational resilience, but it is a good analogy. If you look after the health of your organization, the team will perform better; a logical statement, but making it a reality is not that simple.
Understanding the vast array of geopolitical factors impacting market dynamics is also critical. I believe we are on the cusp of seeing a shift in how global markets operate, as BRICS become more self-sufficient and less dependent on trade with the G7, which will most likely lead to resilient organizations seizing opportunities to reach new markets.
For example, if leaders want to create a culture of curiosity that inspires employees to be innovative, they must manage for success. One aspect of this involves ensuring leaders have an in-depth understanding of the changing market dynamics and regulatory requirements, which places more responsibility on the office of the CFO. Finance teams must work closely with CEOs to provide a single, complete view of the business including accurate, real-time data for agile decision-making.
The pandemic taught us that personalized communications impact organizational culture and resilience to ensure all stakeholders feel engaged and valued. This can be challenging for leaders, as it requires a willingness to set up a variety of face-to-face and virtual mechanisms. This may appear to add complexity, but it actually empowers colleagues to take responsibility.
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