Finding Your Footing
Slowing Down to Lead in a Rapid-Change World
In today's hyper-connected world, leaders often feel the pressure to constantly "go, go, go." The demands of stakeholders, the need to react to the latest trends, and the fear of falling behind can create a whirlwind of activity that leaves little room for reflection. But true leadership, I believe, often requires us to do something counter-intuitive: to slow down.
The power of slowing down
Harvard Professor Ronald Heifetz and his colleagues call this out as an important step in implementing “adaptive leadership”. They argue that many of the challenges facing organizations today are "adaptive challenges," meaning they require fundamental shifts in thinking, behavior, and the very identity of the organization. A new way of thinking requires the space to think.
These challenges can't be solved through traditional "technical" solutions – quick fixes, new policies, or reorganizations. Instead, they demand that leaders help people navigate difficult emotions, confront uncomfortable truths, and develop new capacities for learning and growth.
navigating adaptive challenges with intentional leadership
This process, however, requires significant emotional and psychological space. It demands that leaders create the conditions for people to:
Acknowledge the gravity of the situation: Adaptive challenges often involve threats to people's identities, values, and sense of security. Leaders need to create space for people to acknowledge these anxieties and fears without judgment.
Identify and address the underlying "technical" and "adaptive" challenges: Often, organizations focus solely on the technical challenges, which are easier to address and provide a sense of immediate action. However, if the underlying adaptive challenges are not addressed, the organization will likely revert to old patterns of behavior.
Develop new capacities for learning and action: Adaptive challenges require people to learn new skills, adopt new mindsets, and experiment with new ways of working. Leaders need to create a safe and supportive environment for this experimentation and learning.
Creating space for growth
This kind of work requires a significant investment of time and attention, and doesn’t fit neatly in a box. To create the kind of trust that allows a shift in thinking leaders must:
Create space for reflection and dialogue: This can involve holding regular team meetings, facilitating retreats, or simply creating opportunities for informal conversations.
Practice active listening: Leaders need to truly listen to the concerns and perspectives of their team members, even when those perspectives are challenging or uncomfortable.
Model self-awareness and vulnerability: Leaders need to be willing to share their own struggles and uncertainties with their teams. This helps to create a culture of psychological safety where people feel comfortable being honest and authentic.
Embrace discomfort: Adaptive change is inherently uncomfortable. Leaders need to be willing to tolerate ambiguity and uncertainty, and to support their teams as they navigate these challenging emotions.
Slowing down is not about inactivity. It's about creating the conditions for deep, meaningful engagement with the challenges facing the organization. It's about cultivating a sense of shared purpose and among team members.
In a world that constantly pulls us in a thousand different directions, slowing down can feel like a luxury. But for leaders who are serious about creating lasting, positive change, it is an essential discipline. By creating space for reflection, dialogue, and learning, leaders can help their organizations navigate the complexities of the 21st century and emerge stronger and more resilient.
Ready to make a real and lasting impact on your nonprofit or small- to medium-sized organization and embark on your leadership transformation journey? Contact Mirador Leaders today to schedule a complimentary consultation. Let us help you unlock your leadership potential and achieve extraordinary results.
