From Fear to Hope: An Introduction to a Four-Part Series

Disruption is constant in business. As a leader with over 30 years of experience in strategy and transformation, I have witnessed firsthand how disruption reshapes industries and challenges even the most established organizations and leaders. I have also seen how it is often viewed negatively and not as a catalyst for incredible opportunities—as I believe it should be. That is why I am passionate about helping leaders and future leaders navigate through ever-changing landscapes, helping them to turn fear into hope. In this four-part blog series, I want to discuss the leadership implications surrounding disruption, equipping future leaders with a toolkit to navigate change confidently and successfully.

Disruption refers to anything that radically and lastingly changes the way a company operates. It can offer unique, niche, and untapped solutions to existing problems. Sometimes, it can upend existing markets, or create new ones. It affects markets, industries, organizations, and people. In 2020, we experienced extreme disruption with the COVID-19 pandemic; organizations were forced to rethink their supply chain models, organizational structures, business models, and outdated systems. They were also pushed to prioritize the flexibility of their workforce, ensuring employees were supported during turbulent times. The pandemic set forth the rapid and increasing momentum of non-stop disruption—innovative technologies, challenges, and trends emerging with little time to adjust. Organizations and people alike were left in a constant reactive mode, reeling at the rapid pace of change. Not able to process one challenge before the next was upon them. Although it brought rapid, challenging changes, it taught us that we are incredibly adaptable when given no other option. We learned that disruption drives innovation, and now we are ready.

Presently, we are faced with one of the most disruptive forces of our times, Gen AI, which is requiring our businesses to rethink their business models in so many ways. It brings change that forces us to rethink how we do business and reevaluate our business and operating models. The changes that this disruption brings may sound negative to some, but it is the opposite when the right leadership pulls their associates through and turns fear into hope. In blog # 2 “Disruption Brings Transformation”, I will dive deeper into the transformation within our organizations.

As we discuss disruption, we will look deeper into Gen AI and how leaders will navigate this change. The exciting potential of Gen AI has us all hooked—and for good reason. It enhances, augments, and automates tasks that AI before could not. It is different from other disruptions in the way it affects us on an emotional level. For many, the initial fear and anxiety experienced around Gen AI is soon replaced with curiosity. After being intrigued with the possibilities, an effective leader will assess the changes and prioritize their employees. They will act by understanding, embracing, and communicating the changes effectively, encouraging their workforce to work alongside Gen AI. Gen AI should be used to empower a leader’s decision-making, helping eliminate risks by assessing massive amounts of data that humans cannot. In blog #3 “Gen AI and Leadership”, I will further explain the exact questions leaders should be asking themselves and the process of their actions.

Disruption is reshaping leadership. Future leaders will need to learn how to work across generations. The core skills of empathy, confidence, and compassion will still be important, but the core leadership principles can change. Emotional Intelligence will be more important than ever. In blog #4 “Future Leaders”, I will go through the four leadership principles that I believe will be most important and provide advice for leaders to help them succeed.

In this introduction, I outlined the journey we will be taking in this series. We will begin with disruption, move into a discussion on Gen AI, and eventually end with creating a toolkit for leaders so they can be equipped with the skills, principles, and beliefs based off the domino effect of disruptions today.  As we continue this series, I will leave you with a question that introduces you to my next blog, but most importantly, gives you the opportunity to connect it to your own work. For our next blog, I ask you: What other notable disruptions have we seen in the last 30 years and what has been the most impactful change from it?