Reacting to severe turbulence

​Colleagues,
 
Yesterday we looked at some criteria for deciding when the time was right for BIG (A-Z instead of A-B) change. All of these criteria involved a well-resourced and stable organization. But what if things are falling apart and the old way of doing things isn’t working? Doesn’t that require a big change?
 
Probably not.
 
Some time ago we reviewed Steven Gross’ four degrees of organizational turbulence:

1. No or light turbulence
2. Moderate turbulence
3. Severe turbulence
4. Extreme turbulence

 
Trying to drive big change during extreme turbulence is like trying to teach a drowning person how to swim. They don’t need to know how to swim, they need to get out of the water.
 
When the organization is under severe or extreme turbulence, the first goal of leaders should be to reduce the turbulence and stabilize the situation. Once that is done, we can begin looking at big change.
 
Tomorrow we’ll dig more deeply into these ideas by exploring the impact of the pandemic on p-12 education. Even if you aren’t in education, I promise it will be worth reading.
 
Do good and be well,
 
Frederick