ProSidian Consulting’s Post

What is visionary thinking? Visionary Thinking: A Driver of Innovation and Growth. Visionary leaders are not afraid to take risks and always look for new ways of doing things. They develop new business models and promote innovative ideas that have the potential to revolutionize their organization's industries.

Leading Transformation: Unleash Your Strategic and Self-Leadership Power 🚀 In today's dynamic business environment, transformation is not just an option—it's the key to thriving in the face of change. As leaders, our strategic vision and self-leadership can ignite a powerful transformation. Here's how to take charge and lead the way: 1. Craft a Bold Vision: Create a bold, strategic vision that captures the imagination and ambitions of your team. 🌟 2. Empower Through Trust and Accountability: Foster a culture where trust and accountability reign supreme. Empower your team to take ownership and drive initiatives, knowing they have your unwavering support. 🤝 3. Champion Continuous Learning: Be a relentless advocate for continuous learning and growth. Encourage your team to embrace new skills and knowledge. 📚 4. Master Transparent Communication: Be a master of transparent communication. Keep the lines open and clear, sharing progress, challenges, and successes openly. 🗣️ 5. Adopt an Agile Mindset: Lead with agility, ready to pivot and adapt as needed. Encourage a mindset that welcomes feedback and leverages it to make swift, impactful adjustments. ⚡ 6. Celebrate Victories Big and Small: Recognize and celebrate every victory, no matter the size. 🎉 7. Lead by Example and Self-Leadership: Embody the change you wish to see. Your self-leadership sets a powerful example, inspiring your team to elevate their own standards and behaviors. 👏 Leading transformation is an exhilarating journey that demands strategic foresight and personal leadership. By integrating these principles, you can spearhead a transformative movement that drives innovation, resilience, and unparalleled success. Let's lead with passion, purpose, and an unshakable belief in the power of change! 💪

I wanted to share an excerpt from an article I wrote for BOSS Magazine that introduces the importance of measuring an organization’s mindset. To help you understand your organization, AlignSight.com measures 4 research-based mindsets that all organizations leverage to greater or lesser degrees. Importantly, an organization’s mindset is not just a reflection of how it thinks, but how it directs organizational attention and resources in its efforts to achieve its purpose and strategic agenda. The Dominant Mindset An organization’s dominant mindset matters because it shapes what your organization pays attention to and what data types are salient. It will reflect its core values and even its unique identity and purpose, such as whether it has a competitive spirit that strives for profits, or whether it has an entrepreneurial spirit that strives for new ideas and growth. Imaginative Mindset: Create the Future The ability of leaders, teams, and organizations to imagine is essential for disruptive innovation. Curiosity, a thirst for inspiration, and a belief in the power of possibility all fuel the search to discover something new. Resolve Mindset: Make it Happen The ability to resolve internally and externally driven challenges along the innovation path is critical to transforming and adapting new ideas into tangible value for the organization. The worldview of a resolute mindset is such that knowledge and understanding are gained through practical experience and reflective inquiry surrounding those experiences. Analyze Mindset: Research Drives Knowledge The ability to analyze information, knowledge, and ideas efficiently is a critical capability for effective innovation, transformation, and adaptability. The worldview of an analytical mindset is such that it seeks to build ideas, concepts, and theories from the ground up. The only way to really know something is to deconstruct it: breaking it down to its most fundamental or basic elements. Align Mindset: Unity and Purpose The ability of leaders to align an organization’s values and strategic vision with a transformation or disruptive innovation agenda is critical for organizational members to assimilate the purpose of change and thereby adapt. Given that people are the lifeblood of innovation, receptivity and emotional commitment are required to affect positive change through innovation. Shedding light on your organization’s mindset, and putting reliable metrics around it, is an important first step in accelerating your organization’s growth, performance and potential. Having the right mindset can make all the difference in the world. #mindsets #growth #leadership #culture  

CHANGING HOW BUSINESS GETS RESULTS In today's business world we have the following situation: "A half-century old pattern of management and leadership that needs a new pattern one that takes full advantage of everything leaders and organizations have learned during this same time period. To get there, we need a Results Revolution. Achieving and sustaining success in today’s business environment requires different solutions —namely, the willingness and ability to change the way we manage and lead results at the organization, team, position, and personal levels. Whether in an orchestra pit, art gallery, sports arena, classroom, factory, customer’s office, cubicle, farm, virtual team, or C-suite, results are always going to be the key to success, and those results always come from people who passionately want and need to achieve them. Sweet and simple... It’s time for us to achieve more, think differently with what we know and revolutionize." Taken from the book, "Results Revolution" author Craig Hickman & Craig Morgan. Get copy here: https://bit.ly/3Qmbz4H

The Art of Scaling: Growing Pains and Gains 📈 Scaling a business is no easy feat - it takes strategy, people management skills and perseverance.✨ As your company expands, communication and alignment become more complex. 🤝 Decentralizing decision-making requires trust. Leaders must empower teams, yet maintain cohesion.🧠 With growth comes growing pains - increased bureaucracy, diluted culture, misalignment. 😣 Systems and processes must evolve to enable scale. Streamline communication flows. 🗣️ Focus on your core competencies. Don't scale too fast and sacrifice quality. 🛡️ Refine your hiring process to maintain standards. 👩💼 Leverage technology to remove bottlenecks and bounce back from mistakes. 🤖 Automate manual processes where possible. 💻 Create a learning culture to share knowledge across the organization. 🧠 Cross-train employees to understand interdependencies. ⚙️ As you expand into new markets, respect local cultures and customs. 🗺️ Adapt your products and positioning. 🌍 Rapid growth is thrilling but turbulent. 🎢 Remain agile and responsive. Continuously realign on vision and values. 🧭 The challenges of scaling ultimately make companies stronger and more strategic. 💪 With thoughtful leadership, growth unlocks possibilities. 🚀 What scaling lessons have you learned? Share your insights below! 👇 #Scaling #GrowthMindset #Leadership

Built to Last, the defining management study of the '90s, showed how great companies triumph over time and how long-term sustained performance can be engineered into the DNA of an enterprise from the very beginning. But what about companies that are not born with great DNA? How can good companies, mediocre companies, even bad companies achieve enduring greatness? Are there those that convert long-term mediocrity or worse into long-term superiority? If so, what are the distinguishing characteristics that cause a company to go from good to great? Over five years, Jim Collins and his research team have analyzed the histories of 28 companies, discovering why some companies make the leap and others don't. The findings include: Level 5 Leadership: A surprising style, required for greatness The Hedgehog Concept: Finding your three circles, to transcend the curse of competence A Culture of Discipline: The alchemy of great results Technology Accelerators: How good-to-great companies think differently about technology The Flywheel and the Doom Loop: Why those who do frequent restructuring fail to make the leap https://lnkd.in/dvMzS__q

The Nine Crucial Questions for a Purposeful Transformation Often, the magnitude of the transformation we seek can seem overwhelming. How do we navigate this journey? The answer lies in simplicity and purpose. By asking ourselves nine key questions, we can pave the way for a deliberate and meaningful transformation. 1. End Goal: What is the ultimate objective you aim to achieve? 2. Culture: What kind of purpose-driven culture will facilitate your journey towards this goal? 3. Alignment: How can you align the entire organization with the new ways of working? 4. Structure: What should be the structure of your organization to resonate with your new goals? 5. Capability: What new skills and abilities should your employees possess? 6. Processes: What are your key processes, and are they optimized to achieve your goals? 7. Leadership: What kind of leadership behavior is desired? 8. Technology: What technology is at your disposal, and what is your strategy for digital adoption? 9. Systems of Work: Are your systems of work (including metrics, meetings, information flow, and managerial behavior) aligned to achieve your objectives? By answering these nine questions and implementing purposeful plans, you set the stage for success. As you introduce these changes to your team, foster a purposeful culture, insist on the change, and empower your people to adapt. Yes, it requires effort, but remember - don’t blink. A top-down vision and requirements coupled with bottom-up buy-in and change plan can make all the difference. Embrace the journey of transformation, and watch your organization flourish.

Have you ever been part of a team or organization that is more about following routine than dealing with painful counterproductive realities? Often teams and organizations in this mode, have stopped paying attention to reality. And when confronted with alternative facts, they often default to loss aversion thinking, to preserve the comfortable illusion of a preferred past. As a result leaders will tend to double down or choose alternatives, that least sacrifice their fixation on the past. In short, they get caught napping, because they do not have a clear vision for growth. Signs of Napping... 1) Lack of a visible relatable strategy, that is the cornerstone of direction setting and the management of returns. 2) Lack of scenarios and deep 'What If' thinking used to challange strategy formation. 3) Lack of focus on the end-to-end process of economic decision-making, from idea to realization. 4) Lack of clear regular feedback loops feeding market, customer and internal performance information - Feeding economic decision-making. All of the above are needed to have a clear usable and realuzable vision for growth. Does your organization have a clear vision for growth or is it fixated on loss aversion?

Strategy type #3 – innovation (or is it reinvention?). 💡🌟 I’ll leave to others the debate about which is the better posture, innovation or reinvention. Right now, I just want to note a 3rd common type of business strategy. I sometimes cringe at the overuse of the word innovation because it evokes for most of us the implicit requirement of the creative visionary leader as the promised source of all new ideas and approaches. I lean toward reinvention because I also subscribe to the belief that everything we need is here right now. Reinventing what’s here somehow seems less daunting and more collaborative. Regardless of the label, make sure you’re consciously embracing this type of strategy (among others) as you envision your future work. 𝗜𝘁’𝘀 𝗮 𝗺𝗶𝗻𝗱𝘀𝗲𝘁 𝗮𝗻𝗱 𝗮 𝗽𝗼𝘀𝘁𝘂𝗿𝗲 𝗮𝘀 𝗺𝘂𝗰𝗵 𝗮𝘀 𝗶𝘁 𝗶𝘀 𝗮 ‘𝘀𝘁𝗿𝗮𝘁𝗲𝗴𝘆.’ This involves fostering psychological safety and team conditions that encourage experimentation and being comfortable [through reflection!!] with failure as a path to success. Such a posture requires leaders to be forward-thinking, open to being changed, and skilled in navigating uncertainty. 

You focus on these three things, although you might not articulate them as crisply and succinctly as Abram has below. Now you can! ;-)