Change is a now constant and will be increasingly characterised as Volatile , Uncertain, Complex and Ambiguous (VUCA). To respond, we will need to address obstacles that hinder interdisciplinary sensemaking.
STEM Professionals struggling to ‘join the dots’ between various technical domains
Remote work interrupting the process of informal learning and collaboration
Change and uncertainty derailing teamwork in lieu of driving innovation
We advise that STEM professionals apply the 4R’s below and we apply the following principles to drive adaptivity:
Clarity of self-directed purpose & mental models to promote innovation.
Cognitive versatility to solve complex problems.
Self-organising systems theory for idea generation and sharing.
Holistic strategies of change-readiness e.g. “Safe Uncertainty” (below).
Know which general principles, standards and criteria apply and why
Be diligent and test your thinking daily using evidence and methods
Respect yourself by not talking yourself down. Assume others want to help and ask questions.
Learning is not just for college – Live your life as if tomorrow is your last day, LEARN as if you will live forever.
Achieving “Safe Uncertainty”
All self-organising systems have emergent properties to resist local and random variation e.g. unanticipated events.
Each organisation can be facilitated to define how these principles can be adapted for its purpose. We recommend that our clients in these VUCA times aim to achieve a state of “safe uncertainty”.
This is adapted from Mason’s cognitive therapeutic model and promotes resilience by voluntary change i.e. maintaining a change-readiness mindset.
“Safe Uncertainty” is differentiated below from the “comfort zone” of “Safe Certainty” -
• Silo-ed thinking
• Defensiveness to change
• Clear Intent-fit
• Uncertainty readiness
• Oriented to create knowledge
• Resilience & Agility
• Energetic interconnectedness
• Reactive to symptoms versus causes
• Over reliance on SOP’s
• Blame mentality
• Low Self-Efficacy
• Slow response mode to change
• Fear mentality
• Denial of problems
• Avoiding change on principle
The Future of Work
How we have solved problems in the past may not equip us for the future as context is changing rapidly. The one constant, however, is our human condition. If we can create the right social context at work for learning, we can control risk and manage uncertainty better.
We help teams share what they know by integrating the how of thinking with the why of learning
"Growth Mindset" (Dweck)
Think4Purpose replaces mental models that inhibit collaboration and learning with self-directed purpose.
Our approach develops reasoning skills through problem-based learning for both teams and individuals.
A growth mindset promotes continuous learning through asking questions and short feedback loops.
Helping people do their best thinking
All our programmes are holistic and supported with e-learning modules and/or remote delivery. Delivery is through workshops, thinking puzzles, group problem-solving exercises, role-plays and case study discussions.
Evolution does not consciously guide the development of organisms & nothing evolved for a specific purpose. Individuals are supported to find their purpose through one to one or group coaching.
Fiona is a prolific writer of articles and these topics are convertible into guest-speaking sessions of various duration. Popular topics include "7 Habits of a Resilient Person” and "What are the Soft Skills we need to solve Hard Problems?"