In the discussions around “digital transformation” and “innovation” and “agility” and our “VUCA (volatile, uncertain, complex, and ambiguous) world” – we forget that safety and security is a significant human need.
Instead, the discussion centers around how we all need to be more innovative, agile, flexible, and better able to cope with chaos.
I think we are missing the mark.
I also think that we can’t currently rely on organizations, of any sort, to provide any sort of stability.
They are too busy being “digitally transformed,” “disrupted,” “agile,” “innovative,” etc.
The only place we can establish stability is in our individual centers.
The best gift we can give is to help each other develop their individual centers.
Stability can be found within our selves and through the development of healthy relationships.
From there, we can pivot and flex to adapt to environmental demands.
We can also mindfully choose which demands we intend to address.
“Stability” has gotten a bad rap of late. And I would agree that leaning too far in that direction is not helpful.
However, we may have swung the conversation, and our actions, too far in the other direction.
We have a much better chance of being agile, innovative, and flexible if we have a solid platform to work from.
HBR: If You Want Engaged Employees – Offer Them Stability (freemium article) – Dr. Marla Gottschalk is an Organizational Development specialist. She argues that providing employees with a sense of stability will improve performance and culture.
Human Capital Institute: How Leaders Can Manage Organizational Stability to Inspire Loyalty (article) – This article includes some interesting questions around the ROI for the employee and being clear on whether loyalty is an important value for your company – or not.
Forbes: What It Means to Have a Culture of Stability – A more traditional perspective on “stability” and its benefits and hazards.