How does having a disruptive mindset make leadership transformation easier?

Transformation becomes much easier when your leadership mindset is a disruptive one. Change is baked into that kind of cultural mindset. Transformation is an ongoing process. Take any New Year's resolution, for example. It most likely involves changes to your behavior and lifestyle from where you are currently to where you would like to be. In short, before you can change your actions, you must change your mind.

This is the first step in the disruptive mindset. You are making the choice to grow at all costs and at all times. You are creating space for your organization to imagine the possibilities, stay creative, and offer fresh thinking to old persistent problems. Disruption is a catalyst for growth. As Picasso said, "every act of creation is first an act of destruction."

So how do we begin creating a disruptive mindset for leadership? Here are a few helpful tips that will help you transform your leadership and embrace your culture as the growth accelerator it is:

1. Take time to acknowledge your own demise. What are the risks that are serving as obstacles keeping your organization from transforming into the desired future state? What is limiting your culture? These could be outdated beliefs, subjective attitudes, and judgments that hold you back. Develop action plans for dealing with these barriers.
2. A movement is bigger than any of us. The transformational change should feel like a movement going in within your leadership. Start by writing a personal "I Have A Dream Speech". This will be your manifesto, a touchstone you can return to that will ignite the disruptive movement within your company. Next, find supporters to join the cause.
3. Visualize the future! Imagine what a truly inclusive culture would look like in your company. The future of transformative leadership is real. We just have to get there together.

Read the source article at Human Resource Executive

Digitization allows a laser focus on consumer experience, on customer behaviors, on the needs and wants of a generation that has watched the decline of brick-and-mortar retail, dining in and taking out, newspapers, textbooks, post office boxes, shopping malls, cassette tapes, parking meters and online privacy.

Watched the decline, or did we force the decline? Chicken. Egg.

Did those industries feel a compelling need to better serve their customers? Did competition force their hands? Or did their customers actually demand it—in a vacuum, with only a taste of its promise?

If the former is true, enterprises can rest on their laurels and decide when it’s time, decide when they’ll let customers in on the secret that something better may be possible, pick their own timing when they feel their business is ready to undergo disruption.

If the other scenarios are more likely than the first—if they’re in play at all—every business owner or leader across the globe understands the need to digitize if they have a hope to survive, let alone thrive, in a competitive and customer-savvy experience economy.

Read the source article at Human Resource Executive