As you move through the Disruptive Leadership Model™, it becomes clear that the process quickly shapes mental models in the direction of high performance. It allows you to more effectively gain insight into what you really are committed to accomplishing as well as what stops you from getting it done.
From experience, the vast majority of business leaders have a vision that they would like to pursue. Except, they feel it is not the right time; the economy is wrong; their people are not ready; they don’t have resources…etc. When people or companies are able to get clear about what they are committed to accomplishing and become comfortable declaring a future that currently does not exist, it is easier to develop plans and strategies.
The empowering part of this method is that it allows for people and organizations to be comfortable with the breakdown that declarations create. The moment you declare a future that has never existed and stand for it to happen, you have created a problem, and it is likely that you do not immediately have all the answers that will help take you to where you want to be.
The way people usually deal with problems like that is to ignore them or procrastinate. We are taught to only make bold moves when we can prove it can be done. However, when John F. Kennedy declared a man on the moon, there was no proof it could be done. There was a huge gap between the declaration and the reality of it happening.
Declarations expose those gaps in possibility. The job of everyone involved is to uncover what’s missing in the gap and then deploy resources to fulfill that missing. Clearly there must be some grounding in the past to support the declaration- otherwise it is a pipe dream. However, if it is done responsibly, what once looked insurmountable can be achieved with committed resources.
Throughout the life of projects, disruptions will occur. Having an effective process to manage these interruptions will help you use them to reach the next level. It keeps everyone focused on what’s missing, instead of figuring out what’s wrong.
Through this counterintuitive method, intentional breakdowns can instill innovation and accelerate revenue growth by motivating people to think critically. Some of the other benefits include new knowledge being acquired, motivation is increased, it is easier to attract top talent, people are more willing to embrace change, and the business becomes branded as leading edge innovators.
The Disruptive Leadership Model™ empowers organizations to purposefully reach that point which is outside of the business as usual current instead of depending on hope and luck. It is a very effective model for empowering people and organizations to responsibly come out of a comfort zone and produce results that would have never occurred in the paradigm of business as usual.
Most breakthroughs change the future of the person or company forever. This model empowers people to intentionally and more effectively pursue breakthroughs as well as the inherent breakdowns that accompany them.
What do you think? I would love to hear your opinion.
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