As a leader, how are you adapting to meet the rapidly shifting expectations of your teams, customers, investors, and regulators?
You might know I’ve been doing some research over the past few months.
Firstly, I’d like to say a huge thanks to the 100+ people who’ve already shared their perspectives, experiences, and insights. I’ll keep the survey open until 28 February and do a few more interviews, then it’s time to synthesise what I’ve heard.
I’d love to hear your thoughts if you haven’t already done the survey… and I’d also love your help spreading the word. The link is nice and easy: dynamic4.com/leading-change
The survey is a mix of structured and free text responses with very few mandatory fields. You can get through it in under five minutes. I designed the questions to help you reflect on your own leadership journey (if you have that title or not) and what you value, so some people are spending more time on it.
I’m curious to see if there’s any difference in the sentiment and key themes as we’re fresh into a new year.
I’ll present the findings from my research in a report. It might even evolve into my next book.
I invite you to get involved…
Who should get involved?
My research is focused on what you as leaders – and your teams and stakeholders – are experiencing. What you care about, and what you’re aiming for. What you feel good about. The challenges you’re facing. And the longer-term trends at play.
I’m curious to learn more about what you think leadership and being a leader actually means. Do you see yourself as a leader? Why? Why not? What are the perspectives of teams, senior executives, internal stakeholders – and the people & culture/L&D professionals who are focused on growing leadership capability.
I want to learn more about how you’re responding to the changed and changing context. Some key themes and trends I’m exploring include:
- Expectations of teams, customers, investors, and regulators
- The role of purpose in business
- Digital transformation, innovation, and emerging tech
- Collaboration, workflow, organisation design, and hybrid work
- Leader, team, and stakeholder wellbeing and psychological safety with diverse and inclusive teams and work environments
- How all of these dimensions fit with organisational culture, learning strategies, and managing risk
I’m not looking to validate my thinking. I’m doing this to test, learn, and challenge my thinking. I’m keen to hear the diverse perspectives of people in my network and people I already work with… and beyond. Please help me reach as many people as possible with diverse experiences.
I’ll follow the evidence.
Depending on how we met, you might know me and frame this research in the context of the various places I play… leadership, design, innovation, regen, wellbeing, purpose-driven business, product, tech, digital transformation, learning & development, project and change management, risk management, sustainability, financial services, corporates, social enterprise, startups, NFPs, academia, health & fitness, inclusive tech.
The answer is yes to all and any of these. My research is across all of this and more. You also don’t need to have a title or position of authority.
My aim is that the actionable insights and framework from this research will help us all:
- Build our own leadership capabilities
- Nurture our teams and emerging leaders
- Grow organisational cultures that are adept at navigating complexity to solve problems that matter in more empathic and innovative ways…
How do I get involved?
I want to keep this as simple as possible…
- Join the waitlist for the report. You’ll be the first to get it and I’ll also share insights that are emerging during the process
- You’ll be invited to complete the survey that takes ~5 minutes, and you can also express interest to be interviewed – or recommend someone who you think I should interview
Thanks!
To say thanks for taking the time to share your perspectives, experiences, and insights, you’ll get a free digital copy of my bestselling 350-page book Solve Problems That Matter when you complete the survey.
