Wars, climate change, political uncertainty: for more than four years, the world has been lurching from one state of emergency to another. As a manager, I ask myself: How do these ongoing crises affect leadership principles? What adjustments are necessary to maintain our ability to act?

Corporate organization has changed radically since I started more than 30 years ago. In the 1990s and 2000s, rigid structures gave way to a complex network of influencing factors. This development has accelerated since 2020. The acronym VUCA, which stands for Volatility, Uncertainty, Complexity, and Ambiguity, aptly describes this business reality.

Management methods that rely on lengthy decision-making processes, multi-year planning periods, and rigid hierarchies are outdated. These approaches create cumbersome and slow structures that inhibit innovation. In today’s dynamic environment, linear thinking, leadership, and careers are the problem, not the solution.

Based on my experiences and observations, I have identified five key principles for VUCA-approved leadership:

1. Dare to be more agile

The principle of “survival of the fittest” is more relevant than ever. Consider a real-world example: a leading technology company suddenly faces an unexpected market change. A competitor has launched an innovative product, threatening to steal a significant portion of its customer base.

Rather than falling into blind actionism, business managers decide to integrate agile methods into the development process. The management team works in short, two-week sprints, soliciting continuous feedback from customers and internal stakeholders. This iterative approach allows the team to improve the product quickly and purposefully. After just a few sprints, the company has not only optimized the original product but also added innovative features that delight customers.

👉 Leaders play a critical role in establishing an agile culture. They must clearly communicate the vision, clarify the need for change, and inspire their teams to be agile. An environment that encourages feedback and continuous learning is essential.

(I have previously published an article on the topic of agility: https://www.linkedin.com/pulse/dare–more–agile–guido–schlief–4csbe/).

2. Demonstrate strategic foresight

Despite — or perhaps because of — rapid technological, socio-cultural, and political developments, foresight remains a key skill. Consider the scenario of a global retailer facing a crisis: unexpectedly, commodity prices rise sharply, and there are significant disruptions in the supply chain. The company responds by using data-driven predictive modeling and risk analysis to better prepare for unpredictable events, so-called “black swan events”. These strategies allow the company to identify alternative sources of supply early on, mitigating the impact of the crisis and making the company more resilient to market changes.

👉 Leaders need to understand relevant future trends, assess their business potential, and strategically align the organization with them. A clear vision and stakeholder support are essential.

3. Reduce complexity

It is a paradox of today’s business world that companies have more data than ever before but often lack clarity. Take, for example, a company with production sites on different continents using various systems and processes. The lack of transparency leads to inefficiencies and delayed decisions. The solution lies in technology, such as implementing an integrated ERP system from the cloud. This enables the harmonization of diverse business processes on a central data platform, providing all relevant information in real time. For example, if demand for a product increases unexpectedly, the ERP system immediately identifies bottlenecks in the supply chain. With real-time data, alternative suppliers can be found quickly, and production can be adjusted without delay or loss of quality.

👉 Leaders need to communicate the importance of digital transformation and actively drive its implementation. Collaboration and open communication are crucial; all levels of the organization must be involved. Employees need to be trained in the use of new technologies, and broad acceptance must be ensured.

4. Make data-based decisions

In the VUCA world, incomplete information is the norm. Yet decisions must be made, often on short notice. This requires flexibility and courage, but above all, tools that analyze existing data and translate it into concrete recommendations for action. Advanced analysis methods and AI-based assistants can evaluate large amounts of data, identify hidden patterns and trends, and provide valuable insights into future developments. This leads to optimized investment decisions and improved risk management.

👉 Leaders need to recognize the importance of data analysis for decision-making and make sure that their teams have access to and can interpret the best available data. A culture based on sound analysis is essential to ensure that decisions are not made solely on intuition or experience.

5. Lead with empathy

In the increasingly technical and automated world of work, one might assume that people play a subordinate role. However, the more anonymous the processes become, the more important emotions and personality become. For example, a medium-sized company needs to restructure internally due to changing market conditions. The management opts for openness and transparency: regular check-ins give employees the opportunity to talk about their challenges and needs, leading to greater cohesion and satisfaction. At the same time, the management team can identify challenges early and find solutions.

👉 Emotional intelligence is an indispensable skill for managers, especially in times of crisis. It fosters trust and motivation among employees and significantly contributes to a positive working atmosphere.

To conclude

The use of agile methods, strategic vision, effective complexity management, data-driven decision-making, and emotional intelligence are critical factors in successfully meeting the challenges of the VUCA world. This brings new skills into focus for leaders. They must learn to be empathetic, put themselves in their employees’ shoes, and understand their fears and concerns. Additionally, they must learn to accept that processes can no longer be planned down to the last detail. Today, a healthy culture of error is simply part of the process and can be seen as part of change and an opportunity for something new. Now is the time to seize that opportunity.