Is your situation fluid and ambiguous?

​Colleagues,
 
Years ago, I was working in an organization that was wracked by both internal and external change. It was almost impossible to make concrete plans as resources and priorities were constantly shifting. We jokingly referred to the situation as “fluid and ambiguous.”
 
Today, it feels like we are in the same place as the situation is “fluid and ambiguous.”
 
We are in a catch 22 in that we can’t plan for the future, yet we must plan for the future. 
 
The safest thing to do in these times is to review foundational elements of best practices. Yesterday we looked at the six dimensions of organizations and the questions we should be asking ourselves on a daily basis. Tomorrow we’ll look at the cube of development, which describes five ways that people learn.
 
In preparation, think about these things today:

• What skills do your people need to learn that they do not already have?
• Who will teach them those skills?
• Who will provide follow-up and support?
• How will you monitor mastery of those new skills?

 
If your people aren’t growing, then your organization is not improving. This is truer now than ever before. This is encouraging, because no matter how fluid and ambiguous things are, you can always have a positive impact on your people’s growth. More on that tomorrow.
 
Do good and be well,
 
Frederick