Leading in Times of Disruption

Written by

Natasha Winkler-Titus

Published on

27 March 2025

Inflation, geopolitics, conflict, and supply chain disruptions are reshaping the global business landscape. Civilian exposure to violence and economic instability exacerbates stress and anxiety, which extends into the workplace. In 2019, an estimated 15% of working-age adults had a mental disorder, and globally, depression and anxiety result in 12 billion lost working days annually, costing approximately $1 trillion in lost productivity (WHO).

Organizations must continually adapt to survive and thrive during these turbulent times. Traditional change management, which relies on planned and controlled transitions, is no longer a luxury. Instead, leaders must master navigating disruptive change—responding effectively to unexpected challenges and fostering resilience.

The Reality of Disruptive Change

Today’s business environment is increasingly volatile. Events such as climate protests, global pandemics, economic crashes, and political instability often emerge suddenly, overwhelming conventional management strategies. Radical change is rarely planned; instead, it demands swift adaptation.

In South Africa, disruptive changes in the digital sphere and social mobilization have significantly impacted businesses—sometimes negatively, leading to disengaged employees and company closures, but sometimes positively, opening new markets or driving operational transformations.

Traditional change management often fails to address unplanned disruptions. This is why the Weathering the Storm framework provides a fresh approach to navigating disruptive change. It equips organizations with tools to respond effectively and ensure long-term sustainability.

Applying the Weathering the Storm Framework

The Weathering the Storm framework, based on complex adaptive systems theory, emphasizes self-organization and flexibility. It follows a structured yet adaptable three-phase approach:

1. Respond and Mobilize

When a crisis hits, organizations must act swiftly to contain the immediate impact. Establishing a dedicated steering body with diverse expertise and authority is essential. Unlike traditional leadership models, navigating disruptive change requires a flexible, collaborative leadership approach where roles may shift based on who is best suited for the situation.

Key Actions:

  • Form a crisis response team with credible, knowledgeable individuals.

  • Embrace temporary structures that enable rapid decision-making.

  • Communicate clearly and frequently to manage uncertainty.

2. Stabilize and Structure

Once the immediate response is in place, organizations must focus on stabilizing their operations. Sensemaking—the process of understanding the evolving reality—is crucial. This phase also involves addressing employees’ emotional responses, which may include loss of security, identity, or financial stability.

Key Actions:

  • Support employees in processing loss and uncertainty.

  • Encourage open communication and transparency.

  • Adapt governance structures if necessary to align with new realities.

3. Shape and Steer

With stability achieved, leaders must shift their focus toward long-term sustainability. This involves reflecting on lessons learned, adjusting strategies, and fostering a sense of hope and opportunity.

Key Actions:

  • Balance short-term recovery with long-term strategic goals.

  • Prioritize values, reputation, and stakeholder relationships.

  • Ensure leadership remains adaptable to future disruptions.

Learning from Crisis: A Strategic Imperative

To successfully master navigating disruptive change, organizations must integrate crisis lessons into their decision-making processes. Leadership in disruption is not about returning to “business as usual” but about reshaping the future with agility and foresight.

Science Behind the Framework

This approach is rooted in complex adaptive systems theory, which acknowledges the non-linear and unpredictable nature of change. Organizations evolve through spontaneous self-organization, guided by communication, power dynamics, and historical context. Understanding these patterns enables businesses to build resilience and adaptability in an ever-changing world.

Final Thoughts

Disruptive events will continue to shape the global landscape. Organizations that embrace navigating disruptive change by responding, stabilizing, and steering strategically will not only survive but emerge stronger. By fostering a culture of adaptability and learning, leaders can turn crises into opportunities for growth.

 

For a deeper exploration of this framework, see the published article here: Read more.