Complexity arises from interconnections. Organisational systems adapt, reorganise, and evolve.

Take the challenge of leading any team through organisational change. Disruptive moments can allow teams to explore new approaches, strengthen their dynamics, and uncover capabilities they did not realise they had. Leaders who recognise this potential can guide their organisations toward outcomes that are stronger and more adaptable than before.

Variability can feel like chaos; it certainly feels inefficient. For leaders, it manifests as conflicting priorities, unexpected outcomes, or resistance to change. However, variability is not inherently negative. It serves as the foundation of resilience. Systems that never face variability become rigid and unable to adapt when conditions inevitably change. Leaders who embrace this reality focus on enabling experimentation and learning rather than trying to eliminate variability.

This perspective is especially useful in decision-making. Traditional leadership approaches often rely on control and predictability. In complex systems, control is limited, and outcomes cannot always be predicted. Leaders who succeed in these environments focus less on controlling outcomes and more on influencing the conditions that enable success. They ask questions like: Are the right voices included? Do we have the necessary information to act? What feedback mechanisms can we use to refine our approach?

Feedback loops are a critical tool for engaging with complexity. They allow organisational elements to adapt and respond dynamically and more quickly. For example, a leader implementing a new initiative might establish frequent opportunities for team feedback. This approach ensures that adjustments are made faster, allowing the initiative to evolve alongside the needs of the organisation and any external factors.

Diversity is another key element in leveraging complexity. Good decisions thrive on diverse inputs, perspectives, and ideas. Leaders who cultivate environments where differences are encouraged and valued strengthen their organisations' ability to adapt, innovate, and overcome challenges. Diversity of skills, experience, and thoughts are all a necessity for thriving and utilising organisational complexity

Complexity also fosters collaboration. No single leader can solve the nuanced challenges that emerge in today’s hyper-interconnected world. Leaders who engage with complexity see themselves not as isolated problem solvers but as facilitators of collective effort. By enabling teams to work together, they unlock insights and solutions that would be impossible to achieve individually. This not only leads to better outcomes but also builds trust and resilience across the organisation.

Leaders must reframe their approach to harness the strength inherent in complexity. Challenges are not isolated problems to solve but interconnected opportunities to innovate, improve, and become more effective. Variability and non-standard approaches are not a threat but an essential mechanism for organisations to survive and thrive.

If your competitors are already doing this, they will gain the adaptive edge, have greater innovation opportunities and will leave less resilient organisations struggling to keep pace.