Public sector concepts of how organisations help mitigate systemic risk - in this example, cyber defence for their sector - are difficult to convey. Since organisational interpretations of the concept vary, complementary implementation challenges abound; usually ending with highly glossed fanfare masking minimal results. Here is the first set of considerations for organisations to become part of the solution.
In relaying a resonant message for an intended audience, it helps to have a framework for concise conveyance. Using military constructs relaying how to build our message, we find structure to engage audiences with clarity. Used for sales, interviews, debate or relevant conversations, here are building blocks rarely discussed.
Communication breakdowns are not only common, but expected. Whilst there are many reasons, our internal doubt often attributes these to ill intent of the other party. This post explores two often more accurate considerations of human nature in lieu of malice - Hanlon's Razor and The 95% Rule.
The role of glue is to mend or join two otherwise separate surfaces. The practice of kintsugi celebrates said joining. Here we look at individuals/ organisations/ leadership and the roles these concepts play in personal and professional dynamics.
Positive or negative, growth is constant provided effort, time and opportunity. Interpreting what/ how/ why for individuals/ groups/ functions requires a gardener's eye to flourish.
Developing operational resilience - an organisation's ability to continue functioning through failure - requires reconsidering what brings the effect of shock and volatility closer to zero. Looking to the relative resilience in place twenty or more years ago, the need for analogue solutions in digital spaces becomes apparent.
BLUF - This is merely observation of leadership qualities I've seen exemplified. A true leader displays characteristics often overlooked (or paid lip service) by others. The purpose here is to capture some of what was learned, remembering what counts as we move forward. -scl
If we focus on how to get the best out of the team without focusing on the team, we look at process and results without looking at team dynamics. The difference between liking what you do logically, and loving what you do on a deeper emotional level is rooted in the team having good dynamics and feeling like they are part of a purposeful whole. Resetting VCAT is a way we build and re-build the team.
Creating and maintaining a team in remote environment is challenging. Finding leaders who can adapt to circumstances we've had over the last year to effectively build disparate teams and missions, even more so. In establishing mutual trust to work as teams, we must find remote camaraderie - helping people belong when there is no meeting space.