The Impact of Values-Based Leadership on Organizational Culture and Employee Morale

A key component of authentic leadership is ‘trust’. To put your trust in someone or something is a belief that you will not be harmed or let down.

In human relationships this also encompasses a belief in the honesty, integrity and judgement of the person being trusted. Trust plays an important role in leadership because without it, there would be no followership.

Leadership plays a crucial role in shaping organizational culture and influencing employee morale. Leaders set the tone by modelling behaviours and articulating the organization’s core values.

Effective communication, accountability, and recognition also contribute to a positive culture and increased morale. Inspirational leaders who build trust, empower their teams, and resolve conflicts create a conducive work environment.

Employees make decisions every day about whether to contribute to others and their willingness to help is crucial to group and organizational effectiveness. But in a competitive, often zero-sum, world of work, generosity can be a dangerous path. How can leaders foster it without cutting into productivity, undermining fairness, and allowing employees to become doormats.

You could use the analogy similar to a bank account, in my last book, “The Trust Paradigm”, I discuss the emotional bank account with the people in our lives.

The need to make constant deposits to enrich the relationship. If there are constant withdrawals from an account, we become bankrupt. An emotional bank account speaks of the trust that we have built in a relationship. The feeling of safety that we feel with another human.

Children feel safe with their parents because they know that come what may, they are there in their hour of need.

The deposits are in the form of courtesy, kindness, honesty and keeping your promise to another human being. If we are unreliable, disrespectful, ignoring or threatening to another person then these are withdrawals that eventually sour the relationship.

I was asked recently to read “Give and Take: A revolutionary approach to Success” by Adam Grant. It is an inspired read.

In his book, Adam Grant dives deep into the spectrum of altruistic to selfish personalities. Anyone, who reads the book, might be able to identify his or her own personal traits. It can differ in your personal and professional lives.

Moreover, as Adam Grant shows, you can apply the principles of giving and taking even in companies or communities. The book shows and encourages the benefits of giving instead of taking. Furthermore, it dives into the role of a giving personality and shows ways to avoid being exploited.

An interesting topic in leadership is how we establish and use dominance, we gain influence because others see us as strong, powerful and authoritative. When we earn prestige, we become influential because others respect and admire us.

‘Givers’ and ‘Takers’ behave differently in their interaction with others and how they stand to gain or lose out because of their innate personality. It came as no surprise that Grant was trying to advocate for people to be more ‘Takers’ than ‘Givers’, but he gives readers enough information on both sides for us to decide for ourselves the identity we want to take depending on the situation.

Very simply, ‘Takers’ are people who try to claim as much value from others as they can, while ‘Givers’ contribute value without fear of not getting their contribution reciprocated.

An interesting study at a Fortune 500 software company, a group of engineers worried that they had taken generosity too far. They had developed a norm of dropping everything to help their colleagues. The team was working on the code for a new laser printer, but frequent interruptions were delaying progress.

To avoid falling further behind schedule, a few of the engineers stopped giving. One said, “I am careful not to establish a reputation for being helpful, because people would come to me all the time.”
Another made a habit of snapping at colleagues who interrupted with requests. “You have to be rude,” he confessed, “or people will walk all over you.”

But most of the engineers knew that the success of the product depended on sharing expertise, and they ended up helping others during the day and working nights and weekends to finish their own tasks. This wasn’t a sustainable solution. Many sacrificed sleep and burned out, and the interruptions started spilling over into nights and weekends.

Leslie Perlow, a Harvard Business School professor, proposed a solution. The engineers could set aside windows during which they were not allowed to interrupt one another. After some trial and error, the team earmarked Tuesdays, Thursdays, and Fridays from 9 AM until noon for quiet time, leaving the rest of the week for collaborative work, including helping one another solve problems.

Perlow found that the quiet time yielded above-average productivity for 65% of the engineers. Three months later the team launched the laser printer, right on schedule. It was only the second time in the history of the division that a product had launched without delays, and the vice president credited the quiet time as the reason.

Look at any group of people you would characterize as givers. You’ll find some who are reluctant to advocate for their own interests, some who are willing to drop everything to help anyone at any time, and some who are easily manipulated by empathy. But none of these behaviours is a necessary condition for generosity. To foster productive patterns of giving, leaders need to help employees understand these traps and provide strategies for avoiding them.

There are three payoffs associated with teaching employees about the power of agency, boundaries on availability, and perspective taking.

The first is saving your best employees those who exemplify collegial generosity from being taken advantage of and helping them to gain stature as successful givers instead.

The second is enabling employees who fear the risks of giving to contribute more to others and to the success of the enterprise.

The third is creating a culture of and reputation for generosity that attracts more givers to your organization and appeals less to takers.

Developing a refined view of generosity will help resolve a fundamental dilemma that ambitious professionals face today: Although giving behaviour is beneficial to organizations and ardently praised in the abstract by leaders, it often comes at the expense of those who engage in it.

Bill Gates was quoted by saying “There are two great forces of human nature: self-interest and caring for others.”

In many organizations, those forces come together with damaging effect. With thoughtful management, however, they can be yoked in such a way that caring for others becomes the best strategy for the most ambitious. Givers can become comfortable asking for favours as well as granting them.

Time can be spared for others’ projects but also protected for one’s own. Generosity can be guided in the direction of greatest impact. And organizations can gain ever-increasing benefits from the constant give-and-take.

I’ve studied and written quite a bit about core values as they relate to leadership effectiveness and the ability for an organization to build high-performance teams and drive the best possible business outcomes. I have explored the impact of core values on organizational development.

Behavioural norms and leadership competencies is the very foundation of how we emotionally connect to each other.

Most successful organizations that have heathy growth, sustainability and profitability, understand the importance of shared values and the connection to improved communication, building stronger relationships, and increased performance and results.

But without values-based leadership, there can be no real authenticity to the guiding principles an organization seeks to live and operate by.

Values-based leadership instils a common set of values in all employees, improving their cohesiveness and willingness to work together. Knowing that a leader or manager has similar beliefs often encourages employees to follow their instruction, increasing the chance of success with every goal.

This enhances engagement, performance, and even retention all which foster growth and profitability. Values-based leaders have specific traits and other qualities that make them the best at what they do.

Finally, a shared set of values in a team lends way to greater alignment. With the help of this alignment, employees and managers are free to communicate with each other, even on sensitive subjects.

Everyone is more open about their thoughts and opinions. It also improves communication with those outside the organisation by bridging the gap between company and client.

With stronger relationships people who have similar values to each other and to those of the organization will build stronger bonds, look out for each other, and engage in more meaningful interactions than those who renege.

Higher levels of performance generally derive from a high growth mindset, values-based leaders drive higher levels of performance by selecting and developing talent that connect with the purpose and mission of the organization.

A strong cultural environment, team members are willing to give more of their time, abilities and energy in achieving common goals. They put the team’s needs before their own.

Deval Patrick, Former United States Assistant Attorney General, once said:

“I very much believe in values-based leadership and that the values that I believe in and try to govern by are transcendent values.”

Discover Your True Purpose in an Uncertain World

Co-authored by Geoff Hudson-Searle and Lisa Petrilli

“There is only one happiness in this life, to love and be loved.” – George Read

It is always a pleasure to join thoughts with my good friend Lisa Petrilli, combining her Fortune 500 experience with her profound ability to connect with divine guides, Lisa Petrilli guides extraordinary leaders to access their highest power and fulfill their truest callings.

This Valentine’s Day you will probably either send or receive a valentine from someone. More than a billion are expected to be given away in the United States alone. But just like many of our holidays, there’s a lot more behind it than just cards and gifts. There’s a true-life story. It’s a story that teaches us a lot about the true meaning of love, sacrifice, and commitment.

Interestingly, the London transport system, commonly renowned for ‘The Tube’ and ‘Mind the Gap’ reliably transports 1.34 billion people a year across its network and the busiest train station in London is Waterloo station which commutes 95.1 million passengers a year (research provided by transport for London http://tflgov.uk). The most common factor in any commuter’s possession is a mobile device, catching up of online dating, Facebook, LinkedIn, email or an embarrassing phone call for everyone to hear to the date, girlfriend/boyfriend, wife/husband about what is wrong with the relationship.

The facts, do we actually have time for our most precious relationships, do we give the time to build lasting, loving relationships around trust and values or do we constantly feel we can always do better with the latest API or technology app?

As children, we are taught that there will be one true love and that they’re going to solve all our problems and we’ll be happy forever, we are taught to wait for our perfect fit. But that’s not really how it works, is it?

Staggering advances in technology, communications and sciences across the world is one of the defining aspects of the last few decades. From social media websites to free video calling services from anywhere in the world just being a phone’s click away it would appear that the millennial generation has it all. But if we move past all the smartphones and gadgets and websites and take a hard look at the lives of Gen Y, we will notice that dating has become harder than ever.

Some people find it easy to fall in love, others not so much. We tend to fall in love with people who meet a certain criterion in our mind. This subconscious criterion is based on our past experiences, relationship with our parents or events that have happened in our lives. Based on each individual’s subconscious criterion, the reasons vary from person to person on why it’s so hard to fall in love.

When you think about it, despite feeling difficult, the problems people struggle with in dating sound pretty trivial.

For instance, we have been walking and talking our entire lives, yet walking up to an attractive person and opening our mouths to say “hi” can feel impossibly complex to us. People have been using a phone since they were children, yet given the agony some go through just to dial a person’s phone number, you would think they were being waterboarded. Most of us have kissed someone before and we have seen hundreds of movies and instances in real life of other people kissing, yet we still stare dreamily into the object of our affection’s eyes hour after hour, telling ourselves we can never find the “right moment” to do it.

I was recently having some very deep conversations with friends around life, the subject matter was ‘Do we live a life of One, Whole and in Truth?’. The general consensus of this conversation was that ‘life’ is incredibly complex, there are lots of things going on in our environments and in our lives and at all times, and in order to hold onto our experience, we need to make meaning out of it.

There is only one person to research depth on the subject and I found a quote from the great Albert Einstein that states:

“A human being is part of the whole, called by us ‘Universe,’ a part limited in time and space. He experiences himself, his thoughts and feelings as something separated from the rest – a kind of optical delusion of his consciousness. This delusion is a kind of prison for us, restricting us to our personal desires and to affection for a few people nearest to us. Our task must be to free ourselves from this prison by widening our circle of compassion to embrace all living creatures and the whole of nature in its beauty. Nobody is able to achieve this completely, but striving for such achievement is in itself a part of the liberation, and a foundation for inner security.”

Like everything in life, it is entirely possible to be happy with just one person for your whole life, my belief is that this is based on two factors.

1. How much your motivations and purpose is for that person?
2. Is it a union of one, whole and are you being truthful to that person and yourself?

As humans, we are conscious of our own sensations, thoughts and feelings. We each have the sense of being a self-contained individual. What makes each of us unique? Our name? Our genes? Our environment? Or the person we have become as we inwardly determine every moment of our lives?

All people, whatever their race, education and background are united because there is an infinite creative force for all that is humane in the world. This is the underlying divinity of love which integrates together all who receive this inspiration.

Do we live in truth?

We live in a post-truth world. The problem is in the technological world of information and importantly the way we humans communicate via online and collaboration tools and apps, do we communicate the truth?

It takes courage to be the person you really are. There really is no magic pill or solution to make this happen, especially in a world that constantly sends you messages about who you should be. All of this talk takes you away from being true to yourself. It leads you to live the life you think others want you to have.

This way of living takes you away from authenticity and truth. You ignore your desires and retort to what’s not even a best second on what you truly want to do or the person you really want to be.

Thinking you can fulfill your obligations first, then pursue your dreams, is an illusion. It may seem to be the best option sometimes, but this way of viewing the world diminishes your value and power over the long run.

A scary source of factual information now reveals one in seven adults in a long-term relationship, is with someone who isn’t the love of their life:
• 73% ‘make do’ with partner – as ‘true love’ slipped through fingers
• A quarter of adults have been in love with two people at the same time
• 17% have met love of life since getting together with long-term partner
• Men are more loyal to partners
• 60% believe it takes 10 weeks to know if someone is right for them

Today I have the distinct pleasure of introducing a fellow senior executive and good friend – she is the world’s foremost authority on achieving Divine Mastery™, guiding visionary aspirants to reveal their soul’s blueprint for unprecedented success and deep fulfillment.

As a former Fortune 500 executive who led a $750 million business unit, Lisa uniquely bridges intellectual fortitude and spiritual wisdom, offering a revolutionary approach to manifesting conscious purpose.

She empowers high-achieving individuals to align their life’s work with their soul’s highest purpose, harmonizing ancient spiritual practices with cutting-edge acumen and redefining wisdom, power, and authority on a global scale.

Over to you, Lisa.

Thank you Geoff!

Beyond Success: The Hidden Blueprint for Extraordinary Leadership Impact

There’s a profound shift happening in the world of business leadership. While traditional success metrics remain important, a new understanding is emerging about what creates truly extraordinary impact. As someone who has navigated both Fortune 500 leadership and deep transformational work, I’ve observed a fascinating pattern: the most impactful leaders aren’t just professionally accomplished – they’ve mastered something far more powerful.

The Two Distinct Paths of Power

In my work with high-achieving executives and entrepreneurs, I’ve identified two distinct paths that leaders can take:

The Traditional Path:
– Driven by external metrics
– Focused on control and force
– Powered by willpower and determination
– Measured by tangible achievements
– Guided by strategic planning

The Path of Divine Mastery™:
– Guided by inner wisdom
– Focused on flow and influence
– Powered by aligned purpose
– Measured by meaningful impact
– Guided by intuitive intelligence

Most successful leaders excel at the traditional path. They’ve mastered the skills of strategic thinking, operational excellence, and performance optimization. Yet many find themselves asking: “Is this all there is?”

The Blueprint for Extraordinary Impact

What I’ve discovered is that every leader has a unique blueprint for their highest impact. This blueprint contains the coding for:

1. Your Natural Power Source
– How you most effectively influence others
– Where your natural authority comes from
– What energizes rather than depletes you

2. Your Impact Zone
– Where your contributions create the most value
– How you naturally inspire others
– Where your actions can make a global impression

3. Your Growth Edge
– Where your greatest personal growth will come from
– How you can make the greatest difference as a leader

4. What’s currently limiting your impact
– Where to look for hidden constraints
– How timing will play a role

5. Your Transformation Zone
– Where transformation will yield the greatest results
– How it will express for the deepest impact

Signs You May Be Ready for the Path of Divine Mastery

You might be ready for this deeper work if:
– Traditional success is beginning to feel hollow
– You sense you are meant for something more
– You want your success to create a legacy
– You’re seeking profound fulfillment and meaning in your life

The Business Case for Divine Mastery™

This is about significantly higher levels of achievement and deep personal fulfillment. Think of it as the Holy Grail for business. Leaders who access their full blueprint consistently report:
– More innovative solutions to complex problems
– Stronger team engagement and retention
– Better decision-making outcomes
– More sustainable business results
– Greater personal resilience

The path to extraordinary impact isn’t about abandoning what’s worked before – it’s about integrating a new level of mastery. It’s about accessing parts of yourself that have always been there but perhaps haven’t been fully recognized or utilized in your leadership.

The Call to Divine Mastery™ in Leadership

As the business world becomes increasingly complex, accessing your full leadership blueprint will be your advantage. You will have the codes to:
– Navigate uncertainty with both wisdom and strategy
– Create cultures of both performance and purpose
– Drive results through inspiration rather than pressure
– Build organizations that are both profitable and meaningful

If this resonates, you are ready.

I work with select visionary leaders who are called to extraordinary impact. To learn more about pursuing Divine Mastery™ and how it can transform your leadership, visit www.LisaPetrilli.com, where you will have special access to my Masterclass, “Divine Power Unleashed: The Hidden Blueprint of Those Caled to Extraordinary Impact.” Wishing you all the best of success in 2025!

Finally, having understanding and interests, we can join together in a common purpose. This idea is similar to the way different components of the human body fit together to form a whole healthy body. Each part depends on the others as long as they are not diseased, for the whole to function properly.

The million-dollar question is do we want to be One, Whole and live in Truth……

A great quote by Menachem Begin:

“Peace is the beauty of life. It is sunshine. It is the smile of a child, the love of a mother, the joy of a father, the togetherness of a family. It is the advancement of man, the victory of a just cause, the triumph of truth.”

Lisa Petrilli is the world’s foremost authority on achieving Divine Mastery™, guiding visionary aspirants to reveal their soul’s blueprint for unprecedented success and deep fulfillment. As a Fortune 500 executive who led a $750 million business unit, Lisa uniquely bridges intellectual fortitude and spiritual wisdom, offering a revolutionary
approach to manifesting conscious purpose.

Renowned for her groundbreaking Divine Mastery™ process, Lisa empowers high achieving individuals to align their life’s work with their soul’s highest purpose. Her proprietary methodology, harmonizing ancient spiritual practices with cutting-edge acumen, is poised to redefine wisdom, power, and authority on a global scale.

A sought-after speaker and advisor, Lisa has shared her insights at a United Nations environmental conference, the Naval Academy, and with many universities and professional organizations. Her upcoming book, “The Divine Feminine Mastery for Businesswomen” is poised to redefine the landscape of spiritual business literature.
Lisa’s journey from corporate powerhouse to spiritual trailblazer uniquely positions her to guide today’s leaders through the complexities of modern life and career, while accessing profound spiritual truths. Her work has been featured in the Harvard Business.

https://www.linkedin.com/in/lisapetrilli/
https://lisapetrilli.com/

Geoff Hudson-Searle is a senior independent digital non-executive director across regulation, technology, and internet security, C-Suite executive on private and listed companies, and serial business advisor for growth-phase tech companies.
With more than 30 years of experience in international business and management he is the author of seven books: Freedom After the Sharks; Meaningful Conversations; Journeys to Success: Volume 9, GOD in Business, Purposeful Discussions, The Trust Paradigm and Scars to Stars Volume 3 and lectures at business forums, conferences, and universities. He has been the focus of radio/podcasts and TV with London Live, Talk TV, TEDx and RT Europe’s business documentary across various thought leadership topics and print media with The Executive Magazine, Headspring/FT, Huffington Post, The Sunday Times, Raconteur, AMBA, BCS, EuropeanCEO, CEOToday across his authorisms.
A member and fellow of the Institute of Directors, associate of The Business Institute of Management, a cofounder and board member of the Neustar International Security Council (NISC) and a distinguished member of the Advisory Council for The Global Cyber Academy. He holds a master’s degree in business administration. Having worked for corporate companies Citibank N.A, MICE Group Plc, Enigma Design, MMT Inc, Kaspersky Laboratory, Bartercard Plc, and RG Group around the world, Geoff has vast international experience working with SME and multinational international clients. International clients with which Geoff has worked include the British Government, HP, Compaq, BT, Powergen, Intel, ARM, Wartsila Group, Atari, Barclays Bank, Societe Generale, Western Union, Chase and Volvo.
Geoff has worked in a broad range of industries including software, technology and banking which has given him a range of different experiences and perspectives of what can work, the importance of good people, process and how these can be applied and amplified to deliver results in different scenarios and paradigms. Geoff is known for bringing in a fresh viewpoint and sometimes challenging the status-quo with a strategic approach delivering successful change management programmes and launching companies and products internationally that deliver results. Geoff’s areas of expertise lie in brand strategy, business communications, business integration, business development and improvement, capital raise activities, pre-IPO planning, capital raise transactions, M&A with full P&L responsibility, which ideally equips him to strengthen global companies, develop SME and international business, and marketing strategies.
The Trust Paradigm
At Amazon on all formats including Audible: buy now
LinkedIn: https://uk.linkedin.com/in/geoffsearle

The CEO Journey and why Resilient Leaders are a Business Imperative

I recently had coffee with a Global VP of HR of an exceptional technology firm in London. We often meet to discuss many strategic topics and met to discuss my new book, “The Trust Paradigm”.

During the course of coffee we decided to focus on one of her questions: ‘What is the journey today for CEO’s’’

Interestingly enough I wrote an article back in 2015 called “The CEO Journey”, which discussed why CEO’s sustaining growth and value in a company comes from making the right strategic choices and then aligning the business model and operational performance, stakeholder requirements and risk management to those choices.

It is clear the Chief Executive Officer (CEO) has ultimate responsibility for the success of their organisation, and despite having one official title, their job actually encompasses a whole host of different roles, styles, behaviours and skills.
Every CEO is on his or her own journey and will face very different and specific circumstances along the way. They need to be cognisant of their personal ambitions and agenda and align it with the best interests of other stakeholders in the organisation and the people within it.

However, very little data exists on what CEO’s think, feel and do at the various phases and stages that typify the experience, how they tend to perform over time and what factors are most important to them at various points in the journey. Having worked with CEO’s and C-Suite leaders for over 20 years, it sparked our interest to look into this intriguing topic more deeply to capture insights that others can learn from.

Understanding these patterns – and the critical moments experienced by CEO’s will, according to The CEO 100 publication, “enable a new dialogue between boards and CEO’s” as well as being able to recognise “the typical stages of value creation which can empower boards to drive accountability, support CEO’s at each stage in the best possible ways and think about the sustained success of the organisation”.

The value for CEO’s is that it can help to manage expectations, plan ahead most appropriately, build trust and transparency with key stakeholders and continually adapt to the changing context of their tenure. Even being able to relate to stories and examples from other CEO’s can offer, if nothing more, reassurance that others are also experiencing a host of similar challenges and a steep learning curve in their often lonely, yet exciting role.

Steven J. Stein, PhD, is a clinical psychologist and the founder and executive chair of MHS, a leading international behavior analytics company who once stated: ‘The way we look at resilience has changed. We used to think it was grit, being strong, getting through it. Now it has shifted to more self-awareness and responsiveness to the people around you.’

CEO’s today are tasked with navigating an extraordinarily complex business environment. The level of disruption they must contend with is at an all-time high — up 200% over the past five years. According to Accenture the vast majority (93%) are dealing with 10 or more global challenges to their business. Future shocks and new disruptions are certainly coming. The need for resilience has never been more urgent.

I have always believed as a core human trait, resilience is written into our DNA, a default code that helps us survive and adapt in the face of disruptions large and small. Given its central role in human flourishing, resilience has been studied across the fields of positive, cognitive, and clinical psychology.

For decades, researchers have also studied it through the prism of neuroscience, coaching, leadership, and philosophy. More recently, this key attribute has been put to the test, as 2020 made resilience scholars out of just about everyone. Yet, resilience is more than meets the eye.

Resilience goes beyond merely weathering storms – it’s about using adversity as fuel for growth. In leadership, resilience empowers CEO’s to meet challenges head-on, keep a positive outlook, and motivate their teams to push through. Resilient leaders stay cool under pressure, think strategically, and find innovative solutions to tricky problems.

Critical for leaders in today’s fast-paced, ever-changing business scene, resilience enables them to view setbacks as momentary hurdles rather than impassable walls. Resilient leaders embrace failure as a chance to learn and continuously improve.
By demonstrating resilience, CEO’s inspire their teams to adopt a similar mindset, creating a culture of perseverance, determination, and adaptability qualities crucial for success in today’s competitive business arena.

Resilient leaders possess key traits that help them navigate challenges gracefully and effectively. One such trait is self-awareness, allowing leaders to understand their strengths and weaknesses, leveraging strengths, and seeking support when needed.
Another crucial trait of resilient leaders is emotional intelligence. They have a keen ability to understand and manage their emotions and those of others, enabling effective communication, relationship-building, and team motivation.

Moreover, resilient leaders are adaptable and flexible, embracing change and being willing to adjust strategies and approaches when necessary. This flexibility enables them to thrive in dynamic and unpredictable environments.

Resilient leaders also prioritize self-care and well-being, understanding the importance of taking care of themselves physically, mentally, and emotionally. By practicing self-care, they ensure they have the energy and resilience to lead effectively and inspire their teams. Resilient leaders are lifelong learners, constantly seeking opportunities for growth and development, whether through formal education, mentorship, or self-study. This commitment to learning enables them to stay ahead of industry trends and adapt to new challenges.

Furthermore, resilient leaders foster a culture of trust and open communication within their organizations. They encourage their team members to share their thoughts, ideas, and concerns openly, creating an environment where everyone feels valued and heard. This open communication allows for collaboration and innovation, leading to better problem-solving and decision-making.

Resilient leaders lead by example. They demonstrate integrity, authenticity, and ethical behavior in all aspects of their leadership. By setting a positive example, they inspire their teams to do the same, creating a culture of trust, respect, and accountability.

CEO’s, as leaders of organizations, face unique challenges that require a high level of resilience. From dealing with organizational crises to managing stakeholder expectations, CEO’s must be able to weather the storms that come their way.
CEO’s encounter a myriad of challenges regularly, including managing ambiguity and uncertainty, making decisions based on incomplete information, or in rapidly changing circumstances.

For example, imagine a CEO of a technology company who is faced with the decision of whether to invest in a new emerging technology. The CEO must weigh the potential benefits against the risks and uncertainties associated with the technology. This requires a resilient mindset to navigate through the ambiguity and make a well-informed decision.

Besides, CEO’s are also tasked with managing diverse teams and ensuring collaboration and cohesion. This involves navigating conflicts, motivating employees, and fostering a culture of inclusivity.

Consider a CEO who oversees a global organization with employees from different cultural backgrounds. The CEO must have the resilience to understand and appreciate diverse perspectives, manage conflicts that may arise, and create an inclusive work environment where everyone feels valued and motivated.

CEO’s are responsible for planning and executing strategies that drive organizational growth. This includes identifying and capitalizing on market opportunities, managing resources effectively, and staying ahead of the competition.

Take the example of a CEO in the retail industry who is faced with the challenge of expanding the company’s market share. The CEO must have the resilience to analyze market trends, develop innovative strategies, and lead the organization through the implementation of these strategies to achieve sustainable growth.

Resilience plays a vital role in helping CEO’s overcome the challenges they face. By cultivating resilience, CEO’s are better equipped to handle uncertainty and make sound decisions in ambiguous situations. They maintain composure in high-pressure scenarios and inspire their teams to stay focused and motivated.

For instance, a resilient CEO who is faced with a sudden economic downturn can remain calm and composed, assess the situation objectively, and make tough decisions to steer the organization through the crisis. This ability to stay resilient in the face of adversity inspires confidence in employees and stakeholders, fostering a sense of trust and stability.

Furthermore, resilience enables CEO’s to navigate conflicts and address issues effectively. They approach conflicts as opportunities for growth and seek win-win solutions that benefit all parties involved.

Imagine a CEO who encounters a conflict between two key executives in the organization. A resilient CEO would approach the conflict with an open mind, actively listen to both parties, and facilitate a constructive dialogue to find a resolution that not only resolves the conflict but also strengthens relationships and promotes collaboration.

Resilient CEO’s are also adept at managing change and adapting their strategies to evolving market conditions. They embrace innovation and encourage their teams to continually seek new opportunities for growth.

For example, consider a CEO in the technology industry who realizes that the market is shifting towards a new disruptive technology. A resilient CEO would proactively adapt the company’s strategies, invest in research and development, and foster a culture of innovation to stay ahead of the competition and capitalize on the emerging market opportunities.

Resilient leaders possess the ability to overcome obstacles and maintain focus on their objectives, regardless of the challenges they encounter. They exhibit a sense of determination and perseverance that inspires others to follow their lead.
Moreover, resilient leaders are able to effectively manage stress and maintain a positive mindset even in the face of adversity. They do not let setbacks derail them, but instead use setbacks as opportunities for growth and improvement.

Resilient leaders are not only successful in the short term, but also in the long term. This is because resilience enables leaders to adapt to and thrive in ever-changing business environments. They have the ability to anticipate and respond to market trends, navigate industry disruptions, and seize new opportunities.

Additionally, resilient leaders are effective in managing and developing talent within their organizations. They create an environment that encourages growth and innovation, attracting top talent and retaining them for the long term.

As the business landscape continues to evolve, the role of resilience in leadership will become even more critical. Resilient leaders will be at the forefront of navigating future challenges and guiding their organizations to success.

In a rapidly changing world, leaders will face increasingly complex challenges. Resilience will be essential in managing uncertainty, adapting to technological advancements, and leading diverse teams.

Furthermore, the COVID-19 pandemic has highlighted the importance of resilience in leadership. Leaders who were able to pivot quickly, make tough decisions, and inspire their teams in the face of adversity were the ones who successfully steered their organizations through the crisis.

In summary, resilience is a critical trait for CEO’s to possess to effectively lead their organizations. By being resilient, CEO’s can navigate through ambiguity, manage diverse teams, and drive organizational growth. Resilience enables CEO’s to make sound decisions, address conflicts, and adapt to changing market conditions, ultimately ensuring the long-term success of the organization.

“A Chief Executive is a leader, a trendsetter, somebody who is ahead of the curve and leads their business by example.” The unexpected is the new normal, meaning leaders need to be agile, adaptive, engaging, and inspiring with the ability to deliver positive results reliably. The view from CEO’s in our network was very much that ‘everyone is in it together’ and you must nurture strong relationships if you are to build trust, encourage the development of others and listen to trusted colleagues.

The importance of developing strong relationships with key stakeholders early on is an important reflection from many CEO’s. By breaking up the journey into a series of phases, I believe this helps to better prepare CEO’s for what they might prioritise at points in their journey. Insights clearly highlight the lack of preparation before and after the pre-appointment stage to set the CEO up for a smoother start which is more in line with their expectations.

As Fredrick W. Smith – CEO of FEDEX once said:

“Leaders get out in front and stay there by raising the standards by which they judge themselves – and by which they are willing to be judged.”

Design led innovation… the driver of accelerated economic growth

President John F. Kennedy once observed that the word “crisis” in Chinese is composed of two characters; one representing danger, the other opportunity. He may not have been entirely correct on the linguistics, but the sentiment is true enough: a crisis presents a choice.

This is particularly true today.

How are executives responding? As might be expected, they are largely focusing on maintaining business continuity, especially in their core. Executives must weigh cutting costs, driving productivity, and implementing safety measures against supporting innovation-led growth.

Unsurprisingly, investments in innovation are suffering. The executives in a recent survey by McKinsey & Company showed that they strongly believe that they will return to innovation-related initiatives once the world has stabilized, the core business is secure, and the path forward is clearer. However, only a quarter reported that capturing new growth was a top priority (first- or second-order) today, compared to roughly 60 percent before the crisis hit

Possibly the most important discussion around business today, design lead creativity and innovation is about spearheading business reinvention and the disruptive economy.

Innovation, the successful implementation of new ideas, is an important driver of economic growth.

Successful innovation creates customer value through new products, services and processes, giving rise to new markets and economic growth, as well as contributing to higher productivity, lower costs, increased profits and employment. The central role of innovation in creating future prosperity and quality of life is widely acknowledged and accepted. Innovation drives long-term economic growth, and states that:

Innovation… has long been viewed as central to economic performance and social welfare and empirical evidence has confirmed the link between innovation and growth. This means that all businesses must understand the importance of innovation and develop an innovation culture to strengthen its efforts and outcomes. In addition to its growing importance and profile, innovation culture has also evolved in line with developing thinking about the scope and nature of innovation in a disruptive economy.

There is a huge gap between aspiration and reality, McKinsey & Company yearly global CEO report show that 84% of world leaders are still operating in a horizon 1 strategy. Leaders who use vision to navigate the future often employ strategy to help them steer their organizations more effectively toward its destination.

To lead with vision, however, requires a fine balance among what matters today, what we anticipate will matter tomorrow, and how we can create the future through inspired, collective effort. There are three horizons that leaders should understand to ensure that vision unfolds as one would hope. To define the horizon thinking:
• Horizon 1 ideas provide continuous innovation to a company’s existing business model and core capabilities in the short-term.
• Horizon 2 ideas extend a company’s existing business model and core capabilities to new customers, markets, or targets.
• Horizon 3 is the creation of new capabilities and new business to take advantage of or respond to disruptive opportunities or to counter disruption.

Leaders need to see beyond the short termism, uncertainty and address the risks while finding the opportunities in digital disruption, the economy, and geopolitical uncertainties, this requires a horizon 2 and horizon 3 approach. CEO’s are the company’s ultimate strategist.

Less well understood is that she/he is also the ultimate integrator, charged with identifying the issues that span the enterprise and formulating a response that brings all the right resources to bear. To do that well requires a broad range of contradictory perspectives: outside in and inside out; a telescope to see the world and a microscope to break it down; a snapshot view of the immediate issues and a time-lapse series to see into the future with the right lens.

Throughout the world, organizations are seeking ways to streamline their processes and improve employee experiences. One way that is presenting itself as the ultimate panacea to enhancing the customer journey is to create dialectical leadership’ and ‘distributed leadership’ and combine them depending on the situation, to achieve a balance between various contradictory elements such as the ‘tug-of-war between efficiency and creativity’, and demonstrate organizational adaptability.

While strong communication is critical for teams to succeed, businesses need cross-departmental collaboration to move the needle and achieve their overarching goals There is a name for this approach—a holistic growth strategy. The goal of a holistic growth strategy is to unite every department to work together as one cohesive unit. While each team has a different specialty, people complete their tasks with the bigger picture at the forefront of their minds. Each employee will understand and be focused on how their work contributes to the company’s holistic goals, like scaling, boosting return on investment (ROI) and retaining customers. Driving sustainable, inclusive growth requires the right mindset, strategy, and capabilities.

Here are some steps that could help foster successful growth. Companies are now shifting away from that kind of mindset in favour of a more holistic approach. The latter involves considering the impact that every change is going to have on the entire organization, and not just specific functions or departments. The reason behind this approach is to attain a business transformation that is embedded in the very culture of the organization; is aligned with the organization’s purpose, and embraced equally by every single employee– not just enforced upon members by the managers. Such a shift means that the organization holds employees and leaders across each department accountable for their roles in the success of the business. An organization that takes a disjointed approach to implement technology only risks having a section of its employees lacking the skills needed to keep up with today’s fast-paced, disruptive and dynamic business environment.

In my experience, innovative cultures start with a philosophy and a tone one analogous to the classic parenting advice that children need both “roots and wings.” As an innovation leader, you must ground creative people in accountability for the organization’s objectives, key focus areas, core capabilities, and commitments to stakeholders. Then you give them broad discretion to conduct their work in service of those parameters. Obsessing too much about budget and deadlines will kill ideas before they get off the ground. Once your scientists understand that they are ultimately accountable for delivering practical products and processes that can be manufactured affordably, you can trust them to not embarrass you by wasting a lot of money and effort.

This trust helps forge an innovation culture. Innovation parenting also pays attention to innovators’ social development. Millennials, in particular, will expect and seek out opportunities to interact with people who interest and excite them exchanges that should, in turn, build innovation energy. To help individuals see where their work fits in the knowledge ecosystem, encourage relationships with colleagues in the internal innovation chain, from manufacturing to marketing and distribution. I ask my new hires to generate a list of who’s who at Corning within the first few months on the job. This helps them overcome the assumption that many hold that they must do everything themselves.

That’s nonsense; others within the organization often have already sorted through similar problems. Understanding that early in one’s tenure reduces wasted effort and can inspire new bursts of collaborative creativity. Innovation culture is made up of practices that support and strengthen innovation as a significant aspect of progress and growth. It includes all structures, habits, processes, instructions, pursuits, and incentives that institutions implement to make innovation happen. It values, drives, and supports innovative thinking in order for it to be successful on an organizational level. To fully understand the importance of your company’s innovation culture you need to know how this impacts what employees do or say at work every day. This will help establish specific behaviours within the organization such as communication patterns between departments during meetings or who gets credit for new ideas when they come about.

While most business leaders now believe having a diverse and inclusive culture is critical to performance, they don’t always know how to achieve that goal. Continuous innovation stimulates revenue growth and helps companies perform better during economic downturns. Fixation on top-line growth can skew innovation efforts, resulting only in innovative gains from the low-hanging fruit of incremental growth.
Disruptive innovation is only possible when the entire organization is set up for an innovation mindset, a process that starts with proper leadership training. In this environment, nimble decision-making is a companion to rigorous experimentation. Team members must make the best decisions possible as quickly as required. These decisions must be open to re-examination as new information surfaces.

This means that decisions should be refined on an ongoing basis. The need to be “right” must be set aside in favour of continual learning. What was once called “flip flopping” will now be called “learning.” An example of nimble decision-making is an organization that offers training to help participants combine data-based decision-making with intuitive decision making to leverage the power of both. They make decisions at the appropriate point to support the process of experimentation. When experiments are run, participants learn, and prior decisions will be revisited when appropriate and updated. Leaders and their employees must value adaptability, flexibility, and curiosity.
All of these skills and aptitudes support an individual’s ability to navigate rapid change. Employees must remain flexible and focused on the face of ongoing change. They need the capacity to feel comfortable and supported by their colleagues so that they can adapt to planned and unplanned change with creativity and focus.

Trust is one of the most vital forms of capital a leader has today. Amid economic turbulence and global uncertainty, people are increasingly turning to their employers and business leaders as a source of truth, rather than their institutions and government officials. Trust, which can be defined as a belief in the abilities, integrity, and character of another person, is often thought of as something that personal relationships are built on.

A high-trust organization is one in which employees feel safe to take risks, express themselves freely, and innovate. When trust is instilled in an organization, tasks get accomplished with less difficulty because people are more likely to collaborate and communicate with each other in productive ways. As a result, outcomes tend to be more successful. No heroic leader can resolve the complex challenges we face today. To address the important issues of our time we need a fundamental change of perspective. We need to start questioning many of our taken for granted assumptions about our business and social environment.

Leaders serve as role models for their followers and demonstrate the behavioural boundaries set within an organisation. The appropriate and desired behaviour is enhanced through culture and socialisation process of the newcomers. Employees learn about values from watching leaders in action. The more the leader “walks the talk”, by translating internalized values into action, the higher level of trust and respect he generates from followers. To help bridge the trust gap we recognise that organisations need to work with each other and with wider society to identify practicable, actionable steps that businesses can take to shape a new relationship with wider society: a new ‘settlement’ based on mutual understanding and a shared recognition of the positive role that business plays in people’s lives.

To create such a settlement, businesses need to see themselves as part of a diverse, interconnected and interdependent ecosystem one that involves government, regulators, individual citizens and more. Trust within and across this ecosystem is key to its long-term sustainability and survival. That’s why trust needs to be restored to the heart of the business world.

Positive habit formation is a method that successful athletes have tried and tested. It entails identifying what behaviour is required to achieve a win and establishing a routine to reinforce this. To apply it in business, ask yourself: what consistent actions do I need to start taking that would improve my overall performance? For instance, if meetings with a certain colleague often overrun, it’s worth considering how that time is being used, adopting a more efficient format and then embedding this through repetition. Great performance is as much about the purpose and culture of the organisation. These beliefs are found in the vision, ethos and values, leadership, the strategy and plans, in people, and importantly that people are trusted to make things happen. Reconnecting with your purpose and values will make it possible, when this crisis has passed, to look back with pride at how your company responded.

Culture always matters, but it matters now more than ever. If these core attributes are applied to the business then high-performance leaders must have an overwhelming desire to lead and that the desire to lead must be for the right reasons. It is only through having this overwhelming desire that they will have the emotional energy, enthusiasm, stamina and drive to undertake the unremitting pressure and sustained hard work required to turn an average organisation into a high performing one.

Events have changed our world and the way that we work in an extraordinarily short time. It is becoming increasingly evident that we will have to live with and adapt to these changes for a long time and it is far from certain that we will ever return to life exactly as it was before the pandemic. These changes bring with them great challenges and risks. These are uncharted and difficult waters to navigate. However, in our view there are also great opportunities, and these challenges can be met where leaders are able to move from a crisis management mindset to thinking about how to run their businesses differently, with a strong focus on culture.

Company’s that get this wrong run the risk of poor conduct, low staff morale and ultimately, weak future performance. However, those that find ways to nudge behaviours in the right direction have the chance to build business models and resilient cultures that adapt to the new circumstances with positive outcomes for customers, employees and investors.

It’s important to have a holistic strategy that enables people to work effectively with colleagues regardless of location. Key to this is a shared purpose and a sense of cohesion. This strategy should be driven from the top and include all teams. Equip and trust your people to build and use capabilities that suit them. Provide support from a mental wellbeing perspective help people find ways of working and connections that work best for them in this new world of work. AI can be used to help employees make better decisions and focus on higher-value tasks, whilst also boosting inclusivity and sparking creativity.

Your people are the heartbeat of your business. Leaders must ensure people have the right skills and technology to succeed and the ability to innovate wherever and however they work. They must meet the needs of every individual embracing diversity in all forms. An effective culture gives people not only the means to be productive but the drive to innovate, adapt, and progress. Support the workplace with technologies that suit remote, office, and frontline workers while keeping them secure. Organisations need an integrated and intelligent approach to security, powered by the cloud and AI. Customer trust is everything. Therefore, ensuring employees have access to the information they need, wherever they are, whilst maintaining security, privacy, and regulatory compliance is vital. Key to the hybrid workplace is human centred design and complemented is a technology platform that allows strategic direction and a strong culture.

Finally, the essential practices underpinning distinctive innovation have not changed in this time of crisis, but the relative emphasis and urgency of where businesses should focus has.

Above all, organizations need to realize that innovation, now more than ever, is a choice. Regardless of the relative emphasis and order, which for years have helped leading innovators more than double the total returns to shareholders compared to laggards, will continue to be critical in navigating and emerging even stronger from this crisis.

As Tim Brown, former CEO of IDEO, once said:

“The transformation of a business-as-usual culture into one focused on innovation and driven by design involves activities, decisions, and attitudes. Workshops help expose people to design thinking as a new approach. Pilot projects help market the benefits of design thinking within the organization. Leadership focuses the program of change and gives people permission to learn and experiment. Assembling interdisciplinary teams ensures that the effort is broadly based. Dedicated spaces such as the P&G Innovation Gym provide a resource for longer-term thinking and ensure that the effort will be sustained. Measurement of impacts, both quantitative and qualitative, helps make the business case and ensures that resources are appropriately allocated. It may make sense to establish incentives for business units to collaborate in new ways so that younger talent sees innovation as a path to success rather than as a career risk.”

Technophobia – are CEOs asking the right questions?

There is fear of technology has been around for as long as technology itself, and like technology itself, this fear is always changing in this new disruptive world.
There is strong evidence of “technophobia” the technical name for this affliction in every age and in every part of the world.

This technophobia is making it hard for chief executives to trust their chief information officers.

Blame technophobia or just bad experiences. But now that information technology has become the linchpin for an organization’s success, CEOs are asking, “How do we make this work?”

CEOs of the world’s largest companies are struggling to keep pace with the impact of digital technology and many are being left behind, placing their corporations at risk in the medium to longer term. Their own senior teams also lack basic IT skills and understanding, without which they cannot steer their corporations into the next millennium. Despite this, corporations are failing to address the problem.

Technology continues to move forward at an alarming pace but a large number of CEOs are failing to mobilise their companies to take advantage of these technological leaps and bounds. Why?

It seems that the link between organisational growth and innovative technology is being disregarded by CEOs. They prefer to ignore the importance of this function rather, perhaps, than admit their own ignorance. You could argue that many CEOs simply don’t have the time to learn how IT fits into the organisation in the same way as marketing, HR and finance do. The latter functions often appear to involve more common sense, perhaps. IT is new and uncharted territory, and this could potentially explain why the IT function remains so isolated from the rest of the organisation.

We frequently encounter business leaders who consider their ignorance of basic technology as being perfectly acceptable. As a traditional business leader why trouble yourself with the technology as long as it works?

But today every sphere of business is impacted by technology, and the success of these businesses is often determined by the way technology is integrated and utilised. The unfortunate truth is that if you cannot engage in meaningful dialogue around how technology is used in your business, at best, you are missing an opportunity and at worst, you are simply not doing your job.

Understanding how to get the best return on investment is vital given the current volatile economic climate. CEOs appear to have great instincts about how their business generates a return from investing in a marketing project or new product offering.

They also understand the importance of careful accounting and financial management. But, installing a new customer-facing application or enabling their workforce with a new device?

It does not resonate in the same way. This, despite overwhelming evidence that the right technological solutions can dramatically reduce costs, drive up efficiency and streamline work flows.

Technophobia at board level is often driven by past experiences of financial overruns, late delivery, wide-scale business disruption and low user satisfactions. While some level of apprehension is justifiable and sensible, significant change has taken place over the past few years to make the situation less intimidating. These include:

* Less risk: Over the last ten years, we have moved away from coding to configuration. This means that software packages are much less risky to develop. Even better, software packages can now be hosted by a partner (so called ‘Software as a Service’ or SaaS) meaning that capital and operational costs are vastly reduced and risks made much more manageable.

* Easy deployment: Technology can now be rolled out more easily. The technical innovations of the past were expensive and slow to develop. Today innovation cycles are shortened. The implication is that rather than paying for leading edge research and development, businesses can adopt a safer ‘fast follower’ strategy and remain highly effective.

* Standardisation: Greater adoption of standards have allowed an explosion of devices. These devices are able to communicate with each other because of common standards in telecommunications, hardware and software.

* Ubiquitous data networks: There are few places in the world where a customer or an employee cannot get access to decent broadband or mobile networks. Data speeds are increasing with technologies like 5G and future advancements will further improve what is already a great experience for most users.

Ex-Googler Jessica Nordlander, recently named Sweden’s Most Innovative Leader by Scandinavian management and leadership magazine Chef, believes it comes down to accepting change as a constant, something chief technology officers (CTOs) and chief information officers (CIOs) are always working with and against.

Nordlander, chief operating officer of Canadian company Thoughtexchange, a crowd conversation tool for leaders, says: “How future leaders utilise technology will be integral to whether they succeed or they don’t.

“There is still a feeling in many organisations that at some point digital transformation can and will be complete. Unfortunately, nothing could be further from the truth. Future CEOs will need to be very comfortable with constant change.

“Current seismic shifts are blowing up longstanding practices and established prejudices. The move towards non-conventional workforces presents a unique opportunity where strategic use of technology can be exponentially valuable for leaders.”

New research from software company VMware suggests this could become a growing trend. It found 69 per cent of UK business leaders believe executive leadership positions should be filled by people with technology career backgrounds in order to be successful. Some 33 per cent of those it questioned also reported their firm had experienced improved business performance as a result of elevating those with such backgrounds into leadership roles.

One reason many see success in this way forward is because the CTO’s role is very strategic, looking at how technology accelerates revenues, lowers costs and improves customer experience, all key things a CEO must be concerned about.

CTOs also understand the importance of technology in business process transformation, how to use it to achieve a fast return on investment (ROI), and they are used to taking projects from a low level of maturity to scale.

It could also be argued that CEOs with a technology background may also be less inclined to make rushed or poor decisions during times of crisis, for example the coronavirus pandemic, when long-planned technology investment could be one of the first casualties of cutbacks in order to shore up the status quo instead.

CEOs must be able to ask the right questions

And with predictions that the next 30 years of business change will be even more rapid and far reaching than the past three decades, CEOs now have to face their incumbency being overtaken by technology-first challengers. That’s why Dr James Berry, MBA director at University College London, believes technological knowledge is vital for the future CEO.

Finally, the speed of change in the commercial world is largely associated with information technology and electronic commerce. Businesses which do not embrace current technology and anticipate the likely scope of future IT will lose out to their rivals. Directors who fail to appreciate the role and nature of technology in their businesses cannot hope to make informed decisions about future investment policy.

It seems bizarre that CEOs would make crucial decisions about the direction of their businesses without understanding the impact of technology.

Of course, many directors justify their aversion to technology by claiming that IT is insecure, it is important the board gatekeepers of access to their deliberations, even the masters of their own secrecy, and previous aversions begin to disappear.

There is a great quote by Bill Gates that states:

“The first rule of any technology used in a business is that automation applied to an efficient operation will magnify the efficiency. The second is that automation applied to an inefficient operation will magnify the inefficiency.”

Speaking truth to leadership power: why toxic environments do not work, trust and a strong company culture drives business performance and growth

There is much debate and discussion about leadership styles, in particular, the styles recognized as the most important factor in determining workforce productivity and in establishing an organizational environment.

At IBEM we believe if people understand the bounds of their position they have full authority to make decisions within those guidelines. The wider those guidelines, the more accountability an employee has earned to make decisions and take action in the company’s best interests.

We believe in the power of leadership to make things happen. That power should be in the hands of everyone, not the few.

Leadership is a competency and a skill set rather than an inherited set of traits that high-performing organisations recognise and prepare their organisation accordingly. Organisations that have high levels of employee engagement enjoy high performance on every key performance indicator from employee turnover to return on investment and shareholder return. Creating an engaged environment is a culture, not a program and must be approached systemically not tactically.

In organisations that means building a common language of leadership at all levels to have an immediate and lasting impact on business results, not just knowledge, wisdom or behaviours.

Researchers have observed a significant shift in the approach organizational leaders need to take to communicate with their teams.

The would-be analyst of leadership usually studies popularity, power, showmanship or wisdom in long-range planning. But none of these qualities is the essence of leadership. Leadership is the accomplishment of a goal through the direction of human assistants a human and social achievement that stems from the leader’s understanding of his or her fellow workers and the relationship of their individual goals to the group’s aim.

To be successful, leaders must learn two basic lessons: People are complex, and people are different. Human beings respond not only to the traditional carrot and stick but also to ambition, patriotism, love of the good and the beautiful, boredom, self-doubt, and many other desires and emotions. One person may find satisfaction in solving intellectual problems but may never be given the opportunity to explore how that satisfaction can be applied to business. Another may need a friendly, admiring relationship and may be constantly frustrated by the failure of his superior to recognize and take advantage of that need.

Exercising power and being a leader is not about winning a popularity contest. A lot of leaders are generally and not necessarily nice people.

For decades, many businesses adhered to a rigid leadership style, one that was hierarchical, where managers gave orders, enforced inflexible policies, and didn’t welcome input from employees.

This type of command and control leadership took hold in the 1950s and ’60s, started by people who returned from World War II and stepped into business leadership.

“Command-and-control” is the phrase informally used to describe the status quo style of leadership that exists within modern organisations: organisations generally characterise command-and-control by the following:
• Centralised decision making
• Have a pyramid-like organisational structure, but they may also be flat (command-and-control is more a culture than a structure)
• Increasingly privatise information the higher you go
• Allow more autonomy the higher you go
• Take a top-down approach to virtually everything, especially strategic thinking
• Create a strong distinction between (senior) management and workers
• Increase salary, perks, and flexibility with seniority
• Have specialised internal departments such as Human Resources
• Standardise and coordinate the monitoring, measuring and motivating of employees
• Do not let anyone other than senior management set the rules
• See employees working to please their boss as a priority
• Do not have a culture that allows room for failure
• Police its employees’ movements

Leadership is not about control

However, this style of leadership is a relic of a bygone era of business and is no longer even used to the same extent by the military. Employees no longer want to work at organizations where they simply must do as they’re told, have no input on their role or the direction of the company, and must follow orders because they came from a superior.

Do you believe that being in charge means you are in control?

If you find yourself frustrated about losing power in situations, it’s because leadership is not about taking control; it’s about influence.

The best leaders know that their role is not to dictate, but to inspire and motivate others to act. When you surrender control, you invite people to discover their potential. You create a culture where your team looks to go above and beyond, not just do the minimum to meet your demand. You will draw out a culture of communication that fosters and encourages innovation.

However, if you fear that creativity and collaboration are a recipe for chaos, then you need to revisit why you chose to become a leader in the first place. Real leaders don’t take on leadership roles to be in control of people or command them; the best leaders know that leadership is a privilege. The most influential leaders in history didn’t achieve greatness with whips and force. The masses followed them because of their enormous influence.

Command and control may have worked in the past, but it’s on its way out and companies that don’t adjust quickly may find it very hard to recruit and retain talent. Not only does it damage employee morale, it also leads to inferior results. Here’s why:

Employee mobility.

Command and control leadership was often used extensively in companies where employees expected to spend their entire careers and be rewarded with a pension. Before the internet, employees didn’t have as many options to change jobs, and leaving a company in search of greener pastures was less common, as employees valued stability and tenure over flexibility.

This is not true anymore – workers are more comfortable exiting jobs, and more than half of employees are actively looking for a new job. Many workers are happy to join the gig economy and be their own boss. In response, innovative leaders have succeeded by changing their strategies to keep employees happy and willing to stay.

Today’s workers don’t need to tolerate command and control leadership. Employees who feel micromanaged or strictly scrutinized by their managers feel comfortable jumping ship and finding a new job where they have more autonomy, respect, and a sense of purpose and ownership.

Businesses must be integrated and innovative.

With the exception of very large industries such as aerospace and government contracting, it’s very hard to maintain a competitive advantage these days without being able to constantly adapt.

Command and control don’t just make employees unhappy- it also can hurt your team’s decision-making. The best leaders solicit multiple perspectives and know that differing opinions can improve a team’s ideas over time. Leaders who suppress dissenting voices often keep valuable ideas from surfacing.

Most leadership experts agree that allowing dissent and productive conflict is vital to decision-making. Legendary CEO and leadership expert Ray Dalio said, “The greatest tragedy of mankind comes from the inability of people to have thoughtful disagreement to find out what’s true.”

Command and control leadership’s greatest failure comes from exactly what Dalio critiques. Leaders who insist their teams follow their decisions without question are shutting off constructive feedback that could reshape an idea, pre-empt a poor decision, or even change an entire company for the better.

Employees should be empowered to make decisions.

Command and control leadership is by design inflexible. While that ensures all members of a team are dedicated to the same goal, it also limits employee autonomy. If employees have to get permission for every decision they make, decision-making will grind to a halt.

The fast pace of the modern business world requires employees to adjust course constantly to meet changing demands. The best businesses empower their employees to trust their own judgment, guided by their core values to make decisions independently based on the best information they have at the time.

Even the military, the foundation of modern command and control leadership, has recognized this – in an interview, American general Stanley McChrystal said he told his troops, “If and when we get on the ground the order we gave you is wrong, execute the order we should’ve given you.”

McChrystal, a decorated general, certainly was not encouraging insubordination or disrespect of superiors. But he recognized that it’s impossible for leaders to be correct in every case, and the best organizations empower employees to make judgment calls when it seems their instructions don’t fit the situation.

Command and control leadership doesn’t allow this flexibility – it requires adherence to rigid orders, and that can lead to massive mistakes.

We’re way past the time when leaders succeed by commanding their teams to follow their instructions and never deviate. Employees want to be respected at work, have the autonomy to make their own decisions, and work in an environment of psychological safety, where they can be candid with their managers. The companies where leaders foster that type of environment are winning the talent war.

A more flexible style of leadership is better for everyone in the long run. Engaged and dedicated employees are critical to exponential growth, and command and control leadership will only push away top talent. It’s time to adapt.

Toxic workplace cultures are everywhere in America. With one in five Americans having left a job in the past five years due to unhealthy work culture, and with 49% of employees having thought about leaving their current organization, it all adds up to a poisonous churn, according to a new report from the Society for Human Resource Management (SHRM) examining workplace culture and how it impacted the cost of doing business.

Toxic workplace culture costs businesses billions in employee turnover: $223 billion over the last five years. Some of those turnover costs can be broken down into employee overtime to fill in the gaps, costs for temporary employees, recruiting costs, hiring manager time, recruiter time, and advertising costs.

What does a toxic workplace culture look like? There are overt signs like discrimination by sex and by age, but the most common sign is a breakdown in communication.

Manager nightmare

Trust in leadership is at an all-time low, according to research by multiple sources. Yet, employees attribute them with a high amount of power. The vast majority – 76% – say that their leaders set the culture of their workplace.

Still, over a third (36%) of workers say their CEO and line manager doesn’t know how to lead a team

Leaders are the reason 60% of employees want to leave their organization.

Four in 10 workers say their management do not frequently engage them in honest conversations about work matters.

This divide to a lack of proper training and the inability of some leaders to bridge the gap between their previous role as an individual contributor and their current role as manager.

More importantly, many managers haven’t been trained to work with people.

About two-thirds of working Americans say they have worked in a toxic workplace, with 26% reporting they have worked in more than one. It’s an environment that seemingly drags a significant portion of a workplace’s workers down:

– A quarter dread going to work

– A quarter don’t feel safe or secure voicing their opinions on work-related matters

– A quarter don’t feel respected or valued on the job

This environment bleeds into their home life: nearly a third of Americans say their toxic workplace makes them feel stressed and irritable at home.

In fact, they’re so stressed about their work-life that many would rather play hooky: one in five calls in sick when they just can’t face work that day.

Of course, unhappy workers feigning sick costs money: at companies in the U.S., the cost of productivity loss due to unplanned absences costs approximately $431 billion per year. And up to $86 billion of this lost productivity can be attributed to employees calling in sick when they don’t feel like going to work.

How to build a strong workplace culture?

Organizations must define their purpose. As well as figure out what’s acceptable and unacceptable within their organization. I think organizations can have much clearer conversations about what they believe in. What is their purpose? And what are the behaviours and the principles that they hold absolutely dear as fundamental to the organization? And also create examples of, ‘here’s what we don’t value in the workplace and won’t accept’.

The organization’s leadership is responsible for building good workplace culture.

Culture is the environment that surrounds us all the time. A workplace culture is the shared values, belief systems, attitudes and the set of assumptions that people in a workplace share. This is shaped by individual upbringing, social and cultural context.

In a workplace, however, the leadership and the strategic organizational directions and management influence the workplace culture to a huge extent. A positive workplace culture improves teamwork, raises the morale, increases productivity and efficiency, and enhances retention of the workforce. Job satisfaction, collaboration, and work performance are all enhanced. And, most importantly, a positive workplace environment reduces stress in employees.

Research by Deloitte has shown that 94% of executives and 88% of employees believe a distinct corporate culture is important to a business’ success. Deloitte’s survey also found that 76% of these employees believed that a “clearly defined business strategy” helped create a positive culture.

A positive culture in the workplace is essential for fostering a sense of pride and ownership amongst the employees. When people take pride, they invest their future in the organization and work hard to create opportunities that will benefit the organization.

By identifying and rewarding those who are actively striving towards creating a positive work culture, and supporting others around them, companies can encourage others to do the same. Positive attitudes and behaviour in the workplace are the direct results of effective leadership and a positive management style.

Trust is at the foundation of healthy relationships. At its core, trust is the willingness of one party to be vulnerable to the actions of another. It is an expectation that two parties will act in a way that is mutually beneficial. For these reasons, trust is a key element of effective communication, teamwork, employee commitment and productivity. It leads to stronger working relationships and a healthier organizational culture.

Because of the inherent vulnerability involved in trusting relationships, it is widely understood that trust must be earned. This is true whether it is between two colleagues, a manager and employee, or even between an employee and the organization at large. In some instances, it can be hard to build and sustain because individuals may not be aware of the unintentional ways that they have broken trust with their colleagues.

Trust helps to make challenging conversations easier – this has been written in my new book “The Trust Paradigm”, teams more integrated and employees more engaged. Exploring ways in which trust can be built can help individuals and companies create stronger relationships and healthier cultures.

Final thought, placing people at the centre of your corporate culture effort will enable positive shift and unlock long-term value for the organization. Culture work typically follows a major company event commonly a shift in strategy, a new CEO, a merger or acquisition, digital or functional transformation, regulatory changes, increasing calls for inclusivity, or unethical behaviour events.

On the flip sid,e companies sometimes are forced to deal with narcissistic leaders whose behaviour can be relentless and ruthless. So is their legacy: it creates lasting organizational damage.

People embrace low integrity and individualism when both leaders and the company culture support those behaviours. Aligning culture across every level of the organization so that it enables your strategy is essential to moving with agility in a time of unprecedented change. As external pressure mounts, leaders should take action to create a blueprint for purpose and culture that delivers short- and long-term value for employees, customers and investors. Culture isn’t the soft stuff, it’s the real, human stuff. And it’s time we got that right for each other.

William Courtney Hamilton Prentice was formerly the president of Bryant and Stratton Business Institutes in Buffalo, New York, the president of Wheaton College in Norton, Massachusetts, and the dean of Swarthmore College in Swarthmore, Pennsylvania, who once said:

“Effective leaders take a personal interest in the long-term development of their employees, and they use tact and other social skills to encourage employees to achieve their best. It isn’t about being “nice” or “understanding” — it’s about tapping into individual motivations in the interest of furthering an organization wide goal.”

Resiliency and Trust – An Unbeatable Combination for Modern Times

By Geoff Hudson-Searle and Brad Borkan

Can a company be successful and competitive in the market and at the same time trusted?

Eric Greitens, a former Navy Seal and Naval Officer once said about resilience:
“We all have battles to fight. And it’s often in those battles that we are most alive: it’s on the frontlines of our lives that we earn wisdom, create joy, forge friendships, discover happiness, find love, and do purposeful work.”

There are two ways to look at the world we are living in in the present moment.

At one level, we are facing unprecedented opportunities. An interconnected world with tremendous, possibly unlimited, potential. Our ability to communicate instantly through multiple mediums is phenomenal. Online educational capabilities can elevate entire nations. An internet connection and a phone can give anyone access to the greatest literature, music, and art ever created. The speed with which electric cars have been adopted, internet-based video as a communication method has been embraced by an aging population, and the ability to start a business in one’s home and grow it online is astounding.

At another level, we are facing unprecedented risk – a war with no end in sight, raging inflation, fractured supply chains leading to food insecurity, millions of migrating people seeking safety, opportunity, or both, and climate change resulting in stronger hurricanes, floods, wildfires and other catastrophes, not to mention deep political divisions in many countries, as well as a seemingly never-ending pandemic risk.

The challenge for people and businesses today is how to navigate through these two views, both of which are very real. We clearly cannot predict the future, given that in early 2019 no business had been expected to be shuttered for months at a time in 2020 and 2021 due to a pandemic. Perhaps only a few military and political experts were expecting a Russia – Ukraine war but the unified free world response to Russian aggression, was not expected, nor were the resultant rising fuel costs.

What this means is we live, work, build our careers, and operate our businesses in a time that is highly unpredictable. So, how do we thrive despite this uncertainty?

This is the question that we pondered over coffee recently. As two authors, one of whom specializes in leadership and teamwork learnings from famous Polar explorers and other events in history such as the building of the Panama Canal and the great railways, and the other one, highly experienced in the management of modern global businesses, we concluded that there were two key skills needed. These are resiliency and trust.


Resiliency – three strategies

Resiliency is in great demand at the individual, team, manager, executive, and organizational levels. It is the ability to bounce back from any setback or contingency encountered. Resiliency is a skill that can be learned, and the more one exercises their resiliency fibers, the more adaptable a person or entity becomes in a world brimming with opportunity, yet subject to grave risk.
Here are three strategies to build resilience gleaned from our experiences.

First, stop striving to make the perfect decision. Instead, focus on having the skills to recover quickly from bad decisions. When there is an unpredictable future, like in present times, there may only be a 50-50 chance of a decision-generating a positive result in the first instance. A three-step ability, to assess, refine and try again, forged in the knowledge that you and your team have the wherewithal to “have another go,” is what successfully saved many polar expeditions as well as polar explorers’ lives.

Second, being able to inspire is key, and that inspiration has to be spoken communication, not email or text. Theodore Roosevelt in the early 1900s, Winston Churchill in the 1940s, and John F. Kennedy in the 1960s were the great orators of their generations. They didn’t have email or text in those days, but they certainly could write telegrams and letters. Yet their inspiring words were spoken.

That ability to inspire resilience through words is becoming a lost art. Theodore Roosevelt talked about individuals being able to “dare mighty things” in pursuit of “glorious triumphs”, and stated it’s not the critic who counts, it is the person “in the arena” who is to be admired, even if they fail in their pursuit. It only takes one dynamic leader with the right words to inspire a generation to overcome setbacks.

Third, plan that every endeavor of any merit will inevitably hit obstacles. Resiliency comes not from never encountering adversity, but from repeatedly overcoming it in pursuit of a noble goal. Individuals, teams, and organizations build resiliency by pursuing goals they believe in, and while doing their best to avoid challenges, being firm in their belief that the goal is what matters, and discomfort, in whatever form, whether it is financial risk or physical discomfort (in the case of the Antarctic explorers), these were just part of the day-to-day pursuit of the goal, and to be taken in stride.

The other side of the equation is trust.


Trust – three strategies

Trust matters. There are just a few elemental forces that hold our world together. The one that is the glue of society is called trust. Its presence cements relationships by allowing people, organizations and nations to live, work and collaborate together. Trust enables a feeling of safety and standards and enables belonging to a group.

Trust allows organisations and communities to flourish, while the absence of trust can cause fragmentation, conflict and even war. Our focus is organizations. Based on our experiences in looking at C-level leaders, organizations, stakeholders, managers and teams, co-workers, suppliers, customers, industry bodies, regulators and other groupings, it becomes clear that for trust to flourish, it needs to be multi-directional. Trust needs to flow among and between all these sectors.

Here are three strategies to invest in, rebuild, and renew trust.

First, recognize that trust is personal, In the words of British writer George Eliot, “Those who trust us, educate us.” Truly building trust with our stakeholders—understanding their concerns and their priorities—involves a willingness to listen, learn, and hear. Building trust requires business leaders to make conscious daily choices, and especially to act on those choices.

And it needs to be mutual. When leaders trust their stakeholders, they enter an exchange that engenders opportunity: Leaders can prove their trustworthiness, and stakeholders in return can empower their strategic choices and innovations. In essence, mutual trust creates a followership that allows organizations to break new ground, traverse the seismic changes taking place, and emerge thriving on the other side of crisis.

Second, trust becomes established through vulnerability and honesty. Business leaders willing to acknowledge what they don’t know are more likely to create trust with their stakeholders than those leaders who mistakenly believe their greatest source of influence is knowledge—or at least acting as though they know.
A similar paradox exists for organizations responding to a one-time breach of trust. Stakeholders are likely to regain—and even strengthen—trust in the organization when leaders admit the mistake, are apologetic, and are transparent in how they move forward.

Third, authenticity is essential, and this matters most to your stakeholders. Intent connects the leader to their humanity and the importance of acting with transparency. But at the end of the day, intent is just a promise; leaders must be able to act on that promise, and do so competently, reliably, and capably. And they must be able to do so in the areas—whether physical, emotional, digital, or financial—that matter most to their stakeholders at that given time.

Resiliency and Trust – an unbeatable combination

A discussion and running theme that seems to be on every executive’s mind is, “What is required to be an effective leader in today’s totally disruptive business world?”

Businesses of all shapes and sizes in all regions of the world are responding to a vision and set of common values across resiliency and trust. Companies have reported that the combination of embedding resiliency and regaining trust is the new guiding star for a world in constant change, and for dealing effectively with the interconnected environment in which all businesses operate.

Organisations can gain resiliency and trust through having sound leadership at all levels and strong cultures founded on purpose, responsibility, and accountability. Long-term agility and growth come from that.

If this is implemented in conjunction with clear, concise direction from top management, and in such a way that the middle and lower layers within the company are fully engaged, then the results can be meaningful. However, it is not a one-and-done endeavor. Even after the company is fully aligned behind a compelling strategy, leaders must continue to reinforce resiliency and trust from the top. You can’t just adopt it. It must be driven, operationally and in-depth, by the CEO and the top leadership team.

After all, the goal is not to simply navigate today’s needed changes but also to create an organization poised for more change. A resilient and trusted team ready for the next battle – whenever that may be.

Get your free copy of this paper (PDF) here: DOWNLOAD

Geoff Hudson-Searle

Geoff Hudson-Searle is a senior independent digital non-executive director across regulation, technology, and internet security, C-Suite executive on private and listed companies, and serial business advisor for growth-phase tech companies.

With more than 30 years of experience in international business and management. He is the author of six books and lectures at business forums, conferences, and universities. He has been the focus of TEDx and RT Europe’s business documentary across various thought leadership topics and his authorisms.

Geoff is a member and fellow of the Institute of Directors; an associate of The International Business Institute of Management; a co-founder and board member of the Neustar International Security Council (NISC); and a distinguished member of the Advisory Council for The Global Cyber Academy.

He holds a master’s degree in business administration. Rated by Agilience as a Top 250 Harvard Business School thought leader authority covering blogs and writing across; ‘Strategic Management’ and ‘Management Consulting’, Geoff has worked on strategic growth, strategy, operations, finance, international development, growth and scale-up advisory programs for the British Government, Citibank, Kaspersky, BT and Barclays among others.

Contact Geoff on LinkedIn: https://www.linkedin.com/in/geoffsearle/

Brad Borkan

Brad Borkan is the co-author of two award-winning books. His books provide business and decision insights from the endeavors of extraordinary people: “When Your Life Depends on It: Extreme decision making lessons from the Antarctic”, and “Audacious Goals, Remarkable Results: How an explorer, an engineer and a statesman shaped our modern world”.

A former senior director at leading high tech companies, Brad is a Fellow of the Royal Geographical Society, Vice-Chair of the Friends of the Scott Polar Research Institute, and a member of the Society of Authors.

Brad has presented at business and Antarctic conferences and appeared on numerous historical and business-focused podcasts. Brad’s expertise is in the themes of leadership, teamwork, and the modern lessons we can learn from people who dared greatly and succeeded against all odds.

To learn more or to contact Brad, please visit
www.extreme-decisions.com

LinkedIn: www.linkedin.com/in/bradborkan-author-keynotespeaker

To drive long-term growth every business needs creativity, innovation and importantly design thinking.

Since the dawn of the first industrial revolution, machines have largely been used to improve efficiency. We’ve now entered the Fourth Industrial Revolution – an era in which machines will become smart, self-optimizing themselves and the systems in which they operate. It’s a shift that’s shaping many of the megatrends, one that Douglas Lines and myself have identified at International Business and Executive Management [IBEM}, that are in turn changing how the world works.

Gartner stated for the record: ‘Digital transformation is more successful with a positive shift in culture. In fact, 80% of enterprises will change their culture as a way to accelerate their digital transformation strategy’.

Some have seen this as the rise of the robots – a dystopian future of mass unemployment and dehumanization as intelligent machines do away with the need for people.

But history suggests that while new technologies may end the need for human involvement in some tasks, they will usually also enable the creation of entirely new jobs – even entirely new industries. The challenge isn’t the technology – it’s to be creative in reimagining how to use it to generate fresh opportunities, value and growth.

Success and growth won’t be achieved by focusing on technology alone, because technology is no more than a tool that enables us to develop goods and services that humans need. The real skill isn’t in developing technological solutions, it’s in identifying what people want – and then finding the best ways to deliver. The question isn’t how to use the technology, it’s what impact that technology can have.

Ask any CEO in the world to write a top-five wish list, and we guarantee that “more ideas—better ideas!” will show up in some form. Most likely it’ll be right at the top. CEOs know that ideas and innovation are the most precious currency in the new economy and, increasingly, in the old economy as well. Without a constant flow of ideas, a business is condemned to obsolescence.

There are three primary ways technology – and especially Artificial Intelligence (AI) – can encourage human creativity in meeting human needs:

– Freeing up time for humans to focus on innovation.
– Offering opportunities to creatively combine technologies to create new ways of working.
– Actively augmenting human decision-making, by adding a layer of machine-driven data analysis to guide our creative choices.

Today, the division of labour between human and machines/algorithms across total task hours looks like this:
– Humans: 71%
– Machines/Algorithms: 29%

By 2025, according to a report by the World Economic Forum, it’s predicted to be:
– Humans: 58%
– Machines/Algorithms: 42%

While this shift naturally generates both excitement and fear, stories about the future of work are often technology-focused and, therefore, fail to capture one aspect I find critical: As machines/algorithms automate once-impossible tasks and replace those that are repetitive and laborious, it is likely that creativity will increasingly become a vital (and, further down the road, measurable) skill of the modern worker.

LinkedIn recently analysed the skills listed on profiles of candidates who are getting hired at the fastest rate and found creativity to be the top “soft” skill. The report’s summary stated that this result wasn’t surprising: “Organisations everywhere need people who can innovate and conceive fresh ideas and solutions.”

“The human spirit must prevail over technology.” —Albert Einstein

You cannot go back to the stone age. You must embrace artificial intelligence (AI) and the fourth industrial revolution (FIR). Humans evolved from the stone age to the space age because of the power of imagination and creativity. Technology creates dialogue among researchers and people. It cannot replace creativity. It can complement creativity. Therefore, treat technology as an ally, not an enemy to take forward human civilization in the right direction. To conclude, humans must know how to harness technology for the benefit of humankind.

According to an article in the Journal of Management Inquiry, soft skills are more accurately referred to as CORE (competence in organisational and relational effectiveness) skills. This definition is likely to cause less confusion than “soft.”

In line with LinkedIn’s findings are those from the World Economic Forum’s “The Future of Jobs Report 2018,” which lists creativity as one of the major skill groups in demand today and set to grow through 2022. With creativity rising, the heat is on to tie its impact not only to disruptive, industry-changing ideas, but also to key performance indicators throughout the company. And future research is likely to shine more light on the dichotomy between what companies believe and say about creativity and their actual practice.

One global study from Adobe offers a glimpse into this: While 76% of respondents say companies that invest in creativity are more likely to have happier employees, 77% also believe there is increasing pressure to be productive rather than creative at work.

Business leaders spend considerable time thinking about how to best keep up with technological advancements to prepare their companies for the future of work. While addressing this is an important, ongoing process, few seem to be considering an equally important topic: how they’ll improve their organisation’s creativity skills.


Right now, companies that are combining technologies like this can gain competitive advantages over more traditional rivals.

To take one example, a drone on its own is little more than a fancy radio-controlled helicopter – a toy. A drone with a camera is a surveillance tool. A drone with a camera, depth-sensors, a robotic arm, and AI is an autonomous tool that can radically change how we use warehouse space or deliver goods to customers by finding more efficient transport routes. Meanwhile, more traditional companies are still using slower, less efficient human-driven fork-lift trucks.

The next ten years will see an explosion of innovation as smart technologies mature and ever more businesses use them in combination with existing and emerging technologies to create radical new approaches to doing business and meet the ever-changing needs of their customers.

But remember this isn’t about the technology itself, no matter how creatively it’s combined. The pace of technological change will continue to accelerate – no one piece of technology will be enough to give a lasting competitive advantage in such an environment.

The truly successful businesses will be the ones that realize their transformation isn’t a one-off change to adopt the latest technological tools, but an ongoing process – with the needs of people placed firmly as the focal point of innovative efforts, not the capabilities of the currently available tools.

Looking to 2030 and beyond, the impact of such human-focused innovation could radically change how the world works. The number of possible permutations is vast – and when AI enables these new combinatorial creations to continuously self-optimize, they should get continually more impactful.

It’s time for us to reframe our relationship with technology, reimagining how to use technologies to meet real human needs, enable new ways of working, and power human enterprise. With the right approach, people can be both the drivers and beneficiaries of technological change, unlocking new paths to value and human engagement, helping us reinvent our organizations to be ready for what’s next, and fully realizing human potential.

It’s one thing to create a technology, but it’s another to use it to transform how a business operates.

To unlock AI’s true potential and unleash human creativity, businesses should seek to shake off their preconceptions and reimagine the fundamentals of how their industry operates – and what purposes they serve for their customers.

As you reimagine what your business and industry could look like in the next five to ten years, you should also start thinking how you can reshape your operations to make your vision as effective as possible:

Use technology to do the mundane, freeing up humans to focus on the higher-level creative thinking and strategic decision-making that add true long-term value.

Combine technologies to create better ways of working.

Focus on finding ways of deploying AI not just to replace humans, but to guide their creative choices.

A successful strategy for driving long-term value and growth will never come solely from upgrading your tools – it’s from ensuring your strategies and processes meet the needs of your human customers and employees. Even the most cutting-edge technology alone will never be a lasting solution – just a way of enabling better ways of meeting those needs.

Finally, rather than be worried about the rise of AI, businesses should embrace the opportunity technology brings to unleash a new wave of human creativity and power human enterprise. It can free up time for innovation, provide new combinations of technologies to enable better ways of working, and help guide us on the path towards even more effective creative ideas.

With so many societal signals pushing us toward technology (and to become data-driven rather than data-informed, a critical distinction), the push to reskill will no doubt involve a heavy focus on technology. As a result, there exists an opening for those willing to tread the less obvious, more human path toward developing a CORE (competence in organisational and relational effectiveness) skill that can amplify all others.

Finally, those who work to build their creative capacity are likely to be rewarded, especially if they can document which creative decisions they make, how they bring them to life and the impact on company performance.

Kenya Hara, a Japanese graphic designer, curator and writer once said:

“Creativity is to discover a question that has never been asked. If one brings up an idiosyncratic question, the answer he gives will necessarily be unique as well.”

What is the state of the global economy, are we recovering?

I was invited recently to a meeting at one of the Central European Embassy’s to discuss some of the events across the pandemic and the state of the global economy.

These discussions are always a debate and subjective to one’s individual analysis, will all the global economists there were public health pandemic playbooks that were being followed with varying degrees of adherence, there was no economic playbook for this either.

The worst day of the covid-19 pandemic, at least from an economic perspective, was Good Friday. On April 10th, 2020 lockdowns in many countries were at their most severe, confining people to their homes and crushing activity. Global GDP that day was 20% lower than it would otherwise have been.

Since then, governments have lifted lockdowns. Economies have begun to recover. Analysts are penciling in global GDP growth of 7% or more in the third quarter of this year, compared with the second.

That may all sound remarkably v-shaped, but the world is still a long way from normal. Governments still continue to enforce social-distancing measures to keep the virus at bay. These reduce output—by allowing fewer diners in restaurants at a time, say, or banning spectators from sports arenas. People remain nervous about being infected. Economic uncertainty among both consumers and firms is near record highs—and this very probably explains companies’ reluctance to invest.

Calculations by Goldman Sachs, a bank, suggest that social-distancing measures continue to reduce global GDP by 7-8%—roughly in line with what The Economist argued in April, when we coined the term “90% economy” to describe what would happen once lockdowns began to be lifted. Yet although the global economy is operating at about nine-tenths capacity, there is a lot of variation between industries and countries. Some are doing relatively—and surprisingly—well, others dreadfully.

Take the respective performance of goods and services. Goods have bounced back fast. Global retail sales had recovered their pre-pandemic level by July, according to research by JPMorgan Chase, another bank. Armed with $2trn-worth of cash handouts from governments since the virus struck, consumers across the world have stocked up on things to make it bearable to be at home more often, from laptops to dumbbells, which partly explains why world trade has held up better than economists had expected. Global factory output has made up nearly all the ground it lost during the lockdowns.

And with all these considerations PwC has recently published a report that sets out their latest long-term global growth projections to 2050 for 32 of the largest economies in the world, accounting for around 85% of world GDP.

The key results state that the world economy could more than double in size by 2050, far outstripping population growth, due to continued technology-driven productivity improvements.
One of the most promising and commonly evoked vistas of the future centers on the dazzling potential of new technologies.

From that perspective, many of today’s profound problems, such as unemployment, malnutrition, disease, and global warming could be solved through the clever application of breakthroughs in computer science, genetic engineering, nano-device construction, and new materials creation. These hopes are not unlike those of a century ago when the development and diffusion of technologies such as electricity, the radio, and the internal combustion engine promised a new era of human well-being. With the benefit of hindsight, however, it is clear that realizing the potential of late 19th century new technologies required major economic and social transformations.

Extending breakthroughs beyond the inventor’s lab, imagining new applications, realizing broad diffusion of initially unfamiliar technology, and achieving deep integration of cutting-edge techniques – all of these processes were both protracted and difficult. In the end, many landmarks had to be changed, from where and how people lived to what and how firms produced. This in turn entailed the overthrow of old patterns, entrenched expectations, and accepted “common sense” notions – not to mention established management theories and hardened political realities.

What is striking is that similarly dramatic transformations, economy- and society-wide, seem once again to be a realistic prospect. Although there have certainly been other periods in recent history when the outlook for humankind was filled with promise, the current conjuncture constitutes one of those rare moments when a confluence of diverse and numerous developments generates new, potentially radical opportunities.

These are not a foregone conclusion, for the necessary policies are highly ambitious and only just on the horizon for decision-makers. But The Future of the Global Economy: Towards a Long Boom? the fact remains that humanity could reap huge rewards if it is ready to undertake equally significant changes. Two factors largely account for that unconventionally strong conclusion – one is methodological, the other conjunctural.

First, the analytical method adopted here for exploring long-term possibilities is neither partial nor linear, characteristics common and justified for shorter-term forecasting. A systemic and interdisciplinary approach is what enables the identification of opportunities for more radical evolutionary and intentional transformations.

Secondly, on the basis of this methodology, it becomes apparent that the current historical conjuncture – with its specific technological, economic and social developments – holds the seeds that could blossom into a period of above-average growth. Some may attribute the sense of exceptional opportunity to end-of-century jitters and obligatory optimism by governments at the launch of a new millennium.

Such skepticism is only natural. However, the assessment offered over the following pages tends to confirm the view that the historical door is now open to both a dramatic wave of socio-technical dynamism and the rapid pace of expansion that characterizes a long boom.

In the shorter term, the global economy is set to expand 5.6 percent in 2021—its strongest post-recession pace in 80 years. This recovery is uneven and largely reflects sharp rebounds in some major economies—most notably the United States, owing to substantial fiscal support—amid highly unequal vaccine access.

In many emerging markets and developing economies (EMDEs), elevated COVID-19 caseloads, obstacles to vaccination, and a partial withdrawal of macroeconomic support are offsetting some of the benefits of strengthening external demand and elevated commodity prices. By 2022, global output will remain about 2 percent below pre-pandemic projections, and per capita income losses incurred last year will not be fully unwound in about two-thirds of EMDEs.

The global outlook remains subject to significant downside risks, which include the possibility of large COVID-19 waves in the context of new virus variants and financial stress amid high EMDE debt levels. Controlling the pandemic at the global level will require more equitable vaccine distribution, especially for low-income countries.

The legacies of the pandemic exacerbate the challenges facing policymakers as they balance the need to support the recovery while safeguarding price stability and fiscal sustainability. As the recovery becomes more entrenched, policymakers also need to continue efforts toward promoting growth-enhancing reforms and steering their economies onto a green, resilient, and inclusive development path.

The recovery is envisioned to continue into 2022, with global growth moderating to 4.3 percent. Still, by 2022, global GDP is expected to remain 1.8 percent below pre-pandemic projections.

Compared to recoveries from previous global recessions, the current cycle is notably uneven, with per capita GDP in many EMDEs remaining below pre-pandemic peaks for an extended period.

In advanced economies, the rebound is expected to accelerate in the second half of 2021 as a broader set of economies pursue widespread vaccination and gradually reopen, with growth forecast to reach 5.4 percent this year—its fastest pace in nearly five decades. Growth is projected to moderate to 4 percent in 2022, partly as fiscal support in the United States begins to recede absent additional legislation.

The global recovery could prove more robust and broad-based than expected and sustain a long boom. For instance, the policy-supported surge in global growth in 2021, coupled with faster and more equitable global vaccination, could catalyze a self-sustaining period of rapid growth in which the private sector becomes a powerful engine of growth starting in 2022. In effect, strong pro-cyclical policy support would trigger a process of “reverse hysteresis” in which a robust cyclical upturn lifts long-run growth prospects.

In particular, this scenario envisages that technological adoption would accelerate, along with rising investment and labor force participation, causing the potential output to strengthen.

Starting in the first quarter of 2022, total factor productivity growth in advanced economies would accelerate to levels similar to those seen during previous episodes of productivity surges, as corporations deepen their use of digital technologies and work from home policies adopted during the pandemic.

Knowledge spillovers and faster installation of new productive capital would also raise productivity in other countries. h At the same time, this scenario assumes that EMDE policymakers, faced with high levels of sovereign debt and slowing long-run growth prospects, implement growth-enhancing reforms, including reforms to strengthen economic governance, diversify economies reliant on commodities or tourism, and facilitate the reallocation of resources towards more productive activities.

This comprehensive package of reforms would raise EMDE’s potential output growth gradually starting in 2022. Consumer confidence would surge, anchoring strong private consumption growth as consumers rapidly draw down their savings.

At the same time, rising potential output and well-anchored inflation expectations would help keep inflationary pressures in check, allowing advanced economy central banks to keep monetary policy accommodative for a prolonged period. In turn, continued monetary accommodation would support investment and consumption by alleviating debt service burdens and supporting asset prices.

Growth in advanced economies would remain near 5 percent in 2022 before slowing to a still-strong 3.1 percent in 2023. The investment- and productivity-driven growth in advanced economy growth would have greater spillovers to EMDEs, boosting export demand while ensuring that global financial conditions remain benign. As a result, EMDEs would experience a robust expansion, with growth averaging over 5 percent in 2022 and 2023—0.6 percentage points higher on average than in the baseline scenario. Overall, global growth would be notably stronger, averaging 4.4 percent over 2022-23 compared to 3.7 percent in the baseline scenario.

One further consideration is ESG investing with an emphasis on private finance and investment towards long-term value creation. There are forward priorities and actions for market participants and policymakers to address such shortcomings, particularly around the urgent need for consistent, comparable, and verifiable ESG data.

Current market practices, from ratings to disclosures and individual metrics, present a fragmented and inconsistent view of ESG risks and performance. ESG ratings and investment approaches are constructive in concept and potentially useful in driving the disclosure of valuable information on how companies are managed and operated in reference to long-term value creation. To this end, investors looking to manage ESG factors, particularly large diversified institutions, typically rely on external service providers of indices and ratings as a cost-effective means to guide the composition of ESG portfolios.

However, the lack of standardized reporting practices and low transparency in ESG rating methodologies limit comparability and the integration of sustainability factors into the investment decision process. The link between ESG performance and financial materiality is also ill-defined, with little evidence of superior risk-adjusted returns of ESG investments over the past decade.

This fragmentation and incomparability may not serve investors in assessing performance against general ESG goals, or targeted objectives such as enhanced management of climate risks. The relationship between Environmental (“E”) scores and carbon emission exposures is highly variable within and between ratings. In some cases, high “E” scores correlate positively with high carbon emissions, due to the multitude of diverse metrics on different environmental factors and the weighting of those factors.

This illustrates the broad challenges in ESG investing, but also the specific difficulties facing investors looking to consider both financial and environmental materiality. It also underlines how current ESG tools cannot be relied on to manage various climate risks, or to green the financial system, at a time when these are rising priorities for investors and policymakers alike.

Fiduciaries such as asset managers and boards should be managing material ESG risks in a way that supports long-term value creation – but are not necessarily getting the data and information they need to do so.

The OECD’s global survey of pension funds and insurers reveals the growing consideration of ESG risk factors in portfolios, the extent to which such institutional investors rely on external ESG data and service providers, and reiterates the challenges mentioned above in reference to investor experiences. These challenges extend to infrastructure financing, where the investment horizons of institutional investors and the nature of the assets increase exposure to longer-term sustainability risks.

For corporations, managing and disclosing ESG performance and related risks are no different from their interest in managing and disclosing other material information as a key function of corporate governance.

Effective disclosures are important to the communication of forward-looking, financially material information, but practices remain at an early stage. Inconsistent disclosure requirements and fragmented ESG frameworks mean both institutional investors and corporates encounter difficulties when communicating ESG-related decisions, strategies, and performance criteria to beneficiaries and shareholders respectively.

This in turn makes it hard for beneficiaries to assess how their savings are used, and for companies to attract financing at a competitive cost that fully considers ESG factors. There is also an implicit ESG scoring bias in favor of larger companies and larger, advanced markets, which could affect the relative cost of capital and corporate reputation of companies outside of these groups, which is due in part to the high cost of ESG disclosure.

Banks are also looking to scale up ESG integration in lending transactions but also face capacity, competition, and data challenges. Given the scale and significance of lending and underwriting activities globally, stronger due diligence in reference to ESG risks would help align global capital with activities that avoid negative impacts on society and the environment and enhance resilience in the financial sector, including climate-related risks. To this end, banks would benefit from enhanced ESG risk management practices and sustainability reporting in their lending activities, and the development of metrics and methodologies to facilitate meaningful measurement of ESG risk.

Governments have levers available to drive better ESG outcomes as both enterprise owners and as investors. Around one-fourth of the largest global companies are entirely or largely state-owned enterprises (SOEs), and these companies can and should serve not only long-term value but also the fulfillment of widely held public policy priorities, including sustainability measures. SOEs tend to have higher ESG scores than private companies, but this is not a given and depends in part on state ownership policy. A case study into the energy sector demonstrates how state ownership has sometimes been an obstacle to sustainability goals, such as the low-carbon transition, because of political concerns over the value of energy assets.

If left unaddressed, challenges in ESG investing could undermine investor confidence in ESG scores, indices, and portfolios. Developments and progress in ESG practices to date are promising, and they have the potential to be valuable, mainstream tools to manage risk, to align incentives and prices with long-term value, and to lessen the impact of future shocks like climate impacts or future pandemics. They can also be a valuable input into policymaking, by better articulating what the market can and should deliver in terms of public outcomes, and what kind of further government intervention is needed to meet stated policy objectives. Taken together, the chapters of this Outlook conclude more needs to be done to fully harness this potential.

There are clear priority areas for policy action in facilitating fit-for-purpose data and disclosures in ESG investing. Greater attention and efforts are needed by regulators and authorities – including through guidance and regulatory requirements – to improve transparency, international consistency, alignment with materiality, and clarity in strategies as they relate to sustainable finance. This extends to the appropriate labeling of ESG products, with information that delineates the financial and social investing aspects of ESG investing.

At the same time, existing frameworks and policy instruments can drive better ESG outcomes and provide a solid foundation for reform. Closer adherence to, and wider implementation of, OECD standards, policy guidance, and international best practices can already address some of the challenges described in this Outlook, especially around the assessment of risk and disclosure of material information. Key examples include the G20/OECD Principles of Corporate Governance, the OECD Guidelines on Corporate Governance of State-Owned Enterprises, and the Guidelines for Multinational Enterprises and accompanying guidance, with specific guidance on Responsible Business Conduct for Institutional Investors and Due Diligence for Responsible Corporate Lending and Securities Underwriting.

Close engagement and cooperation between jurisdictions and with the financial industry are needed to strengthen the policy environment and drive better outcomes in ESG investing. Regulators of large jurisdictions with developed financial markets are already engaging on these very topics, and making good progress. However, capital markets are global in reach, as are many of the environmental, social, and governance factors ESG practices seek to assess and manage. Therefore, global principles are needed to help establish good practices that acknowledge regional and national differences, while ensuring a constructive level of consistency, transparency, and trust.

Final thought; businesses have spent much of the past nine months scrambling to adapt to extraordinary circumstances. While the fight against the COVID-19 pandemic is not yet won, with a vaccine implementation in sight, there is at least a faint light at the end of the tunnel—along with the hope that another train isn’t heading our way.

2021 will be the year of transition. Barring any unexpected catastrophes, individuals, businesses, and society can start to look forward to shaping their futures rather than just grinding through the present. The next normal is going to be different. It will not mean going back to the conditions that prevailed in 2019. Indeed, just as the terms “prewar” and “postwar” are commonly used to describe the 20th century, generations to come will likely discuss the pre-COVID-19 and post-COVID-19 eras.

For business leaders, this is an urgent call to action, too. It’s now that strategic moves will be made to propel companies ahead of these megatrends; it’s now that the direction will be set for years to come; and it’s now that many organizations, “unfrozen” by the pandemic, are ready to adapt to the new requirements for future success. Plenty of business leaders are already eagerly stepping up to help shape our societies and build a new age of health and prosperity for all. Many more will have to join the fight.

This is a true strategy moment for governments and businesses alike, a chance to set the switches for the next decade, there really is no playbook, and for some, this could be a long boom, for others it could well be failure. Depending on their choices, the outcomes could not be more different.

The trauma of this pandemic will be with us for a long time to come. The big question for humanity is whether we can now turn this crisis into a pivotal moment, where we harness the innovations, the new insights, and the crisis-fortified determination to improve the world. The time for these choices is now. It’s up to all of us whether we will move into the 2020s with a new paradigm for safeguarding lives and livelihoods: a new age of health and prosperity for all.

As Jimmy Dean once said: “I can’t change the direction of the wind, but I can adjust my sails to always reach my destination.”

Sources:
https://www.worldbank.org/en/publication/global-economic-prospects
https://www.oecd.org/finance/oecd-business-and-finance-outlook-26172577.htm

Stop Band-aiding your Cyber risk strategy with training

It wasn’t too long ago that sophisticated executives could have long, thoughtful discussions on technology strategy without even mentioning security. Today, companies have substantial assets and value manifested in digital form, and they are deeply connected to global technology networks – even as cyber attackers become ever more sophisticated and adaptable to defenses.

At most companies, boards and senior executives acknowledge the serious threats that cyberattacks pose to their business. What they are not sure of is how to create a strategy that helps them understand and address the threats, in all their forms, today and in the years ahead. And they’re asking for such a strategy every day.

Increasingly, the online world has grown complex and threatening. Many organizations are finding it hard to reconcile the level of their cybersecurity innovation investments with the cyber resilience outcomes for their business. Even worse, choosing the wrong strategy to invest in cybersecurity technologies can cost the organization far more than wasted cash; it can damage an organization’s brand, reputation, and future prosperity.

Both C-suite and security professionals should feel encouraged. Investment in innovation is increasing and managing the basics appears to be better. But scratch below the surface and there are hidden threats. Organizations face unsustainable costs, and security investments are often failing for the majority. With low detection rates and slow recovery times, it is important to find out what the leading organizations are doing differently to achieve cyber resilience. The good news is that most organizations, on average, spend 10.9 percent of their IT budgets on cybersecurity programs.

Leaders spend slightly more at 11.2 percent which is insufficient to account for their dramatically higher levels of performance. And their investments in advanced technologies, such as artificial intelligence, machine learning or robotic process automation, are rising substantially. Today, 84 percent of organizations spend more than 20 percent of their cybersecurity budgets on tools that use these three technologies as fundamental components. The finding represents a good step up from the 67 percent being spent three years ago. The increase is even more impressive with respect to the leaders. Three years ago, only 41 percent of leaders were spending more than 20 percent of their cybersecurity budgets on advanced technologies. Today, that has doubled, to 82 percent.

At first glance, the basics of cybersecurity are improving and cyber resilience is on the rise. The latest research in the market shows that most organizations are getting better at preventing direct cyberattacks. But in the shape-shifting world of cybersecurity, attackers have already moved on to indirect targets, such as vendors and other third parties in the supply chain. It is a situation that creates new battlegrounds even before they have mastered the fight in their own backyard.

At the same time, cybersecurity cost increases are reaching unsustainable levels and, despite the hefty price tags, security investments often fail to deliver. As a result, many organizations face a tipping point. There is good news for organizations wondering if they will ever move beyond simply gaining ground on the cyber attacker. Analysis by Accenture reveals there is a group of standout organizations that appear to have cracked the cybersecurity code for innovation.

The BBC recently reported that researchers have discovered major security flaws—which affect flood defenses, radiation detection, and traffic monitoring—in the infrastructure for major cities in the United States and Europe. Of those flaws, nearly ten are deemed “critical,” meaning that a cyberattack on these systems would have a debilitating impact on essential infrastructure, including power grids, water treatment facilities, and other large-scale systems. It seems like the stuff of disaster films: A major city loses power. Huge amounts of the population panic. The roads clog. Planes are grounded. Coordinating a rescue effort— even communicating with the public—would be a colossal task.

Detailed modeling of cybersecurity performance has identified two distinct groups: the first an elite group—17 percent—that achieve significantly higher levels of performance compared to the rest. These organizations set the bar for innovation and achieve high-performing cyber resilience. The second is the group forming the vast majority of our sample—74 percent—who are average performers, but far from being laggards in cyber resilience. This second group has lessons to learn from leaders while leaders, too, have further room for improvement.

Being innovative in security is different from any other aspect of the business. Caution is necessary. After all, a fail-fast approach is not an option for security where attack vulnerabilities could be catastrophic. Growing investments in innovation illustrate organizations’ commitment to prevention and damage limitation. And it is here that leaders excel. By focusing on the technologies that provide the greatest benefit and sustaining what they have, they are finding themselves moving fast and first in the race to cyber resilience.

What is one key to secure innovation?

Companies are using all kinds of sophisticated technologies and techniques to protect critical business assets. But the most important factor in any cybersecurity program is trust. It undergirds all the decisions executives make about tools, talent, and processes. Senior business leaders and the board may see cybersecurity as a priority only when an intrusion occurs, for instance, while the chief security officer and his team view security as an everyday priority, as even the most routine website transactions present potential holes to be exploited.

Leaders now show us that they scale, train and collaborate more. So, while non-leaders measure their success by focusing on the destination— improved cyber resilience—the leaders focus on how to get there using warp speed to detect, mobilize and remediate.

IBM Survey: Pandemic-Induced Digital Reliance Creates Lingering Security Side Effects” – IBM, 15 June 2021.
Individuals created 15 new accounts on average during the pandemic, with 82% reusing passwords across accounts. According to the report, user behavior showed strong preferences for convenience outweighing security and privacy concerns, leading to poor choices around passwords and other cybersecurity behaviors. This lax user approach to security, combined with rapid digital transformation by businesses during the pandemic poses a big risk to companies and provides attackers with further opportunities to propagate cyberattacks across industries. These poor personal security habits carry over to the workplace.

RockYou 2021: largest password compilation of all time leaked online with 8.4 billion entries” – Cybernews, 7 June 2021.
A massive 100 gigabyte text file containing 8.4 billion entries and passwords that was combined from previous data leaks and breaches was published on a popular hacker forum.

Hackers Breached Colonial Pipeline Using Compromised Password”Bloomberg – June 4, 2021.
Investigators suspect hackers got the password from a dark web leak. Hackers gained entry into the Colonial Pipeline networks through a dormant virtual private network account that was no longer in use at the time of the attack but could be used to access their network. This account’s passwords have been leaked with a batch of other passwords on the dark web. This account also used a simple username and password without any other means for authentication. The hackers also stole nearly 100 gigabytes of data which they threatened to leak if the ransom wasn’t paid. This hack caused a shutdown of the pipeline causing a fuel crisis on the East Coast. This shutdown lasted more than a week.

“SolarWinds hack was ‘largest and most sophisticated attack’ ever: Microsoft president” – Reuters, 14 Feb 2021.
The SolarWinds attack Hackers compromised a routine software update that gave them access to potentially up to 18,000 companies and government institutions globally. The hackers roamed around the networks of these companies for nine months before they were finally discovered. It will take months to identify the compromised systems and shut down the breaches. The breach of customer systems came through a small software vendor in the supply chain.

The above is just a couple of the recent examples of cyber breaches, from very sophisticated breaches such as the SolarWinds breach to less sophisticated breaches causing weeklong shutdowns in the Colonial Pipeline example. The hacks and breaches are becoming more frequent and more costly as attach surfaces are growing across the full supply and value chains of companies.

52% of email users failed to detect an actual phishing email. GreatHorn survey, September 2020.

Looking at these large-scale breaches, and trends that the attack surfaces are now extended throughout a companies’ supply and value chains, this puts companies at increased risk and it is clear that there is still a lot more work to be done when it comes to Cyber Risk management.

Yet, most companies still rely on the basis of employee training on phishing, basic pen testing, updating and creating more policies, more training on the policies, and some aspects of multi-factor authentication and VPN’s to try and secure the companies’ information systems.

Why do most companies still think this approach is enough and the responsibility of the IT and the Risk teams in the organization?

THIS IS NO LONGER A SUSTAINABLE APPROACH!

With the increased risk of the business being shut down for days and weeks on end due to ransomware attacks, stricter data privacy legislation and resulting fines, the cost to the business when an attack happens can potentially cripple the business for years to come or potentially shut the business down.

So, what do companies need to look at or change?

Let’s look at this question based on the current top trends around Cyber Risk to companies.

  • Ransomware continues to be one of the top threats to companies. The predominant way hackers gain access is still through phishing and simple password access. Operational processes of on- and off-boarding of employees, vendors, contractors across the company’s business network become critical. This requires a review of all digital touchpoints of all users across all systems in the company and reviewing if the security technology in place addresses the risk sufficiently. The fewer manual processes to manage digital credentials across all these touchpoints, the better. Multi-factor and zero-trust-based authentication is a must and all simple username and passwords credentials usage need to be eradicated across all systems.
  • Supply Chain attacks are growing and increasing the risk of attacks through a vendor or partner’s system that is integrated into the company’s information systems. This requires a cyber approval plan and constant auditing of the vendor and partner systems as it relates to all the digital touchpoints of their software or systems into the company’s networks and information systems.
  • The way we work has changed with a larger remote work force whose home networks and systems are outside the “Secure” corporate environment creating a higher risk of hacker access through unsecured wireless networks. The user behavior changes of more lax approaches to security and data privacy require more training and awareness and the potential deployment of additional security technologies to provide better security to the remote worker’s home networks. This also will require a review of the company’s overall policies on bring-your-own-device, employee conduct and how to govern employee behaviors. Security has now also become an HR matter.
  • Stricter compliance. The SolarWinds attack prompted new US government legislation and requirements being drafted with stricter compliance and standards around investigations of cyber events and standards for software development for companies dealing with government institutions. Companies will require CMCC (Cybersecurity Maturity Model Certification) control standards for companies working with Government institutions in the US. This model encompasses multiple domains, processes for each of these domains, capabilities and practices that measure a contractor’s capabilities, readiness and sophistication in the area of cybersecurity. New compliance standards will drive up the cost of doing business in much bigger ways than what Sarbanes Oxley has done for corporate financial reporting.
  • Stricter data and privacy legislation with more punitive fines. This requires a full evaluation of data vulnerabilities throughout the company as well as the company’s supply chain and coming up with clear plans and strategies on how to mitigate these.

Cyber Security is no longer just a “nuisance” add-on or cost. It needs to form a clear part of a company’s strategy and has become a key cornerstone in the Digital strategy of the company.

With the dawning era of The Internet of Things (IOT), cybersecurity affects the entire business model. Adequately addressing the threat means bringing together several business perspectives – including the market, the customer, production, and IT. Most often, the CEO is the only leader with the authority to make cybersecurity a priority across all of these areas. We believe that the issue of cybersecurity in many cases will require senior executive or even CEO initiative.

It is time to re-draw plans based on zero trust security principles and establish clear frameworks from the top down throughout all groups of the organization for monitoring, controlling, detecting, mitigating and responding to the increasing cyber threat.

As we have discussed earlier, as soon as one breach avenue has been foiled, attackers are quick to find other means. With the growth in indirect attacks, the spotlight falls on protecting third parties and other partners. But there are enormous challenges in managing third-party cyber risks. Large volumes of data can overwhelm the teams responsible for managing compliance.

The complexities of global supply chains, including the regulatory demands of various regions or countries, add to the strain. In our experience, many CISOs feel that the sizable number of vendors outstrips their capacity to monitor them. Given finite security resources, there is value in a data-driven, business-focused, tiered-risk approach to secure the enterprise ecosystem. This may mean introducing managed services to help the organization tackle the wider scope and scale.

By collaborating more broadly with others with the common goal of securing the enterprise and its ecosystem, organizations can not only play a responsible role in helping their smaller partners to beat cybercrime, but also they can be sure they are not bolting the front door from attackers while leaving the back door wide open.

A core group of leaders has shown that cyber resilience is achievable and can be reproduced. By investing for operational speed, driving value from these investments, and sustaining what they have, they are well on the way to mastering cybersecurity execution. Leaders often take a more considered approach to their use of advanced technologies by choosing those which help deliver the speed of detection and response they need to reduce the impact of cyberattacks.

And once they do decide to invest, they scale fast—the number of leaders spending more than one-fifth of their budget in advanced technologies has doubled in the last three years. The combined result is a new level of confidence from leaders in their ability to extract more value from these investments— and by doing so, exceed the performance levels of the non-leaders.

With two out of five cyberattacks now indirect, organizations must look beyond their own four walls to their broader business ecosystems. They should become masters of cybersecurity execution by stopping more attacks, finding and fixing breaches faster and reducing breach impact. In this way, they can not only realize security innovation success but also achieve greater cyber resilience.

Finally, cybersecurity remains much talked about, yet underleveraged as a differentiating factor on the business side. With the advent of the IoT, there is a real opportunity to move ahead and designate the security of products, production process, and platforms as a strategic priority. The breadth of the challenge spans the entire supply chain and the whole product lifecycle and includes both the regulatory and the communication strategy. For CEOs in leading IoT and Digital organizations, we believe cybersecurity should be at the top of the agenda until rigorous processes are in place, resilience is established, and mindsets are transformed.

As Stephane Nappo, Global Head Information Security for Société Générale International once said:

“The Internet of Things (IoT) devoid of comprehensive security management is tantamount to the Internet of Threats. Apply open collaborative innovation, systems thinking & zero-trust security models to design IoT ecosystems that generate and capture value in value chains of the Internet of Things.”

 

This article is the expressed opinions and collaboration between two senior-level industry board professionals on their views and perceptions on the subject matter:

MARIA PIENAAR CTIO, Corporate Innovation, Digital Transformation, Investor Private Company Board Director & Advisor Maria propels growth by speeding up discovery for companies whose leaders are frustrated by the slow pace of innovation.

Being a master networker, she extracts strategic value through tapping the latent creativity of teams and customers and catalyzes partnerships with highly innovative organizations. Her diverse leadership roles in global 100 and startup companies enable her to see the end-to-end picture and plot the most effective course for designing, launching and scaling new products and services for companies, driving customer growth. Maria co-founded Blue Label Ventures, a Corporate VC focussing on investments in Digital Health, IOT, Cyber Security, Fintech (incl. InsurTech).

Prior she was CIO at Cell C, a challenger mobile carrier, and prior held various leadership roles in Business Development, Go-to-Market Strategy, Strategic Partner Management and Product Marketing for Lucent, Nokia, Vodafone, Globalstar and various startups. Maria holds a BSC in engineering.

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Geoff Hudson-Searle is an independent non-executive director across regulation, technology and internet security, C-Suite executive on private and listed companies, and serial business advisor for growth-phase tech companies.

With more than 30 years’ experience in international business and management. He is the author of five books and lectures at business forums, conferences and universities. He has been the focus of TEDx and RT Europe’s business documentary across various thought leadership topics and his authorisms.

Geoff is a member and fellow of the Institute of Directors; associate of The International Business Institute of Management; a co-founder and board member of the Neustar International Security Council (NISC); and a distinguished member of the Advisory Council for The Global Cyber Academy.

He holds a master’s degree in business administration. Rated by Agilience as a Top 250 Harvard Business School thought leader authority covering blogs and writing across; ‘Strategic Management’ and ‘Management Consulting’, Geoff has worked on strategic growth, strategy, operations, finance, international development, growth and scale-up advisory programs for the British Government, Citibank, Kaspersky, BT and Barclays among others.

LinkedIn: Profile