→ The key polarity facing legacy businesses in a changing world is: How do you drive transformative change while continuing to deliver on the business-as-usual that historically has been the foundation of success?
→ Reframing polarities as potential ‘win-win’ situations is the first step to overcoming an oppositional mindset.
→ Learner mindset is a practical type of growth mindset: Leaders must adopt and embody a culture of learning which leads to exploration, openness, and growth.
→ It starts with leaders: those at the top must learn to influence three spheres in this order – the self, those around them, and the organization at large. If leaders are serious about positive transformation in their teams, the change must happen at an individual and then at an organizational level.
→ Holding the tension between sustainability and profit impacts the whole company ecosystem: HR plays a big role in this, as they touch many areas of the business.
→ Training strategies are about reaching critical mass: The big question for L&D leaders is how do you reach as many people as possible? This will either be through training those that will lead change, or through widespread education.
→ Employee engagement is a major indicator of the success of training programs: The power of development programs is in aligning your people’s mindset with the company vision and values.