Learn How To Achieve The Upside of Disruption

Today’s leaders navigate an increasingly complex and volatile world that changes by the minute, facing uncharted forces from AI-driven disruption to talent scarcity and geopolitical risk. Yet we often overestimate the risks of bold decisions and underestimate the downside of standing still.

More specifically, according to Hack Future Lab:

93% of leaders expect significant AI-driven disruption over the next five years, but only 27% have the right mindsets and capabilities to respond.

81% of leaders agree that they feel overwhelmed by the speed and scale of business disruption.

77% of leaders believe that their organizations suffer from talent-crushing bureaucracy.

64% of leaders agree that their future readiness muscle is an obstacle to boldly seizing the future.

59% of leaders agree their organizations prioritize control and efficiency instead of agility and intelligence.

51% of leaders agree they don’t have enough time in their day to achieve their must-do priorities.

Fortunately, Terence Mauri wrote his new book, The Upside of Disruption: The Path to Leading and Thriving in the Unknown. That’s because in the book, Mauri distills how business leaders with the right mindsets and choices can unlock the huge upside of disruption, turning barriers into breakthroughs. The book is published in collaboration with Thinkers50, a global authority on today’s top business thinkers.

“In our age of Meta Anxiety and relentless pressure to perform, it's surprisingly simple to miss the upside – particularly with our human bias that craves certainty,” explains Mauri.

By challenging the outdated belief that risk and volatility are to be avoided at all costs, Mauri instead shows you how to embrace change with a future-forward mindset, urging leaders to explore disruption’s distinct advantages and how to transform it into a tailwind for laser-like focus and strategic courage.

As you read the book, you’ll learn:

How to unlock cultures of courage over conformity.
Why good leaders learn, but great leaders unlearn.
How to strengthen the future readiness muscle.
How to use actionable strategies that help harness the upside of disruption.

Terence Mauri

Today, Mauri shares these additional insights with us:

Question: What do you find is the hardest part of embracing disruption?

Mauri: One of the hardest parts of embracing personal or organizational disruption is to reframe our mindset that disruption is harmful and to avoid it at all costs. Disruption is a source code for courage over conformity and humility over hubris.

Disruption and its closest cousin, Courage, offer two choices:

Learning and growth when disruption is intentionally embraced as a tailwind for renewal, or
Statis and decline when disruption is avoided, or worse, is ignored in the hope it will disappear (it rarely does).

Question: How should leaders approach disruption and future thinking for the best results?

Mauri: Leaders should approach disruption and future thinking with courage skills (proactive, pro-learning, pro-growth, and pro-resilient) to achieve the best results.

Here are some strategies to consider:

building a future-ready workforce through talent marketplaces and becoming a skills-based organization.
strategic foresight on what’s new and next.
humility-led leadership to identify blind spots that leaders are blind to.
asking the questions that aren’t being asked.
testing what if scenarios against foreseen and unforeseen hypotheticals.

Question: What actionable steps can leaders take today to sharpen their organization’s future readiness?

Mauri: Future readiness is a muscle strengthened or weakened daily through our mindsets, choices, and voices.

To unlock disruption's huge and hidden upside, we must sharpen at least three readiness themes:

Lead at the speed of AI, which means choosing dare to explore over wait and see.
Unlearn the traditional, always-done ways - the ultimate form of agility amid today’s overload and complexity.
Not taking a risk is a risk because we always overestimate the risk of doing something new and underestimate the risk of standing still.

Question: Why do you believe many people overestimate the risks of bold decisions and underestimate their potential upside?

Mauri: In life and business, we always overestimate the risk of doing something new because of fear of the unknown, failure, inertia, or even hubris, and we always overestimate the risk of standing still. Even for everything to stay the same, we must embrace a mindset of perpetual learning for today while reimagining for tomorrow or risk obsolescence.

Question: What is the downside of avoiding risks, and how can standing still be the greatest risk of all?

Mauri: The downside of avoiding risks is missing the hidden upside of learning, growth, and action. Not taking a risk is a risk in a world of accelerating and multiplying change, and standing still is a losing strategy when the only certainty is uncertainty.

Question: How can leaders shape cultures of courage within their organizations?

Mauri: Cultures of courage embrace ideas that challenge the status quo and are a source code for daring humility and future readiness. The bad news is that two-thirds of organizations today don’t have cultures of courage. They have cultures of conformity that reject ideas that challenge the status quo.

The best way to get started is to model and reward the curiosity to learn (the gap between what we know and want to know) and the courage to unlearn (eliminate outdated ways of working).

Question: What new mindset shifts do leaders need to prepare their organizations for the future?

Mauri: The future isn’t just about tech or trends. It’s about mindsets and choices, too. I call it Return on Intelligence (ROI)—a new human metric for a post-AI world. To shape the future deliberately and sustainably, leaders must evolve from mindsets of ‘wait and see’ to dare to explore, from preservers of the status quo to challengers, and from infrequent evaluators to continuous coaches.

Question: How do you think leadership styles will change in the face of AI?

Mauri: Leadership styles are likely to evolve significantly in the face of AI, with several fundamental changes emerging, such as AI as a co-leader and a greater focus on human-AI collaboration. Trust, belonging, and connection will take center stage as a global epidemic of loneliness, automation anxiety, and burnout or even bore-out (cognitive underload) reach record levels.

Question: Why are leaders increasingly resistant to change when facing emerging technologies like AI?

Mauri: Change used to happen as a breeze. Now, it feels like a category-five typhoon. Leaders resist change for several reasons, including automation anxiety (Will AI displace me?), change fatigue (Not another change!), and fear of the unknown (What happens in a post-AI world?). Some leaders are also cynical about another shiny new thing syndrome. Remember the Metaverse?

Question: How do you see AI evolving in the next five years, and what implications will this have for businesses?

Mauri: Over the next five years, AI will evolve in several ways, and the changes will be particularly profound in energy, manufacturing, and medicine. For example, the drug discovery and trial pipelines will be supercharged as simulations incorporate the immensely richer data that AI makes possible.

Throughout history until 2022, science has determined the shapes of around 190,000 proteins. That year, DeepMind’s AlphaFold 2 discovered over 200m, which have been released free of charge to researchers to help develop new treatments. By the time children are born today in kindergarten, artificial intelligence (AI) will probably have surpassed humans at all cognitive tasks, from science to creativity.

Question: What distinguishes good leaders from great leaders?

Mauri: Great leaders show the curiosity to learn and the courage to unlearn the always-done ways that have gone off, like yogurt in the fridge. They also show the clarity to focus when attention is the new oil, the conviction to decide, and the trust and community to co-create the future when the only constant is change. Leaders must help prepare everyone to embrace a Forever Beta world of learning for today while reimagining for tomorrow.

___

Mauri is a world-leading expert on the future of leadership, AI, and disruption. As the founder of the future trends think tank Hack Future Lab and a highly acclaimed author, Mauri is the mind behind the movement for leaders to find the upside of disruption and rethink leadership for a post-AI world.

Mauri’s actionable insights and myth-busting thinking have been featured in The Economist, Forbes, Inc. BBC, Reuters, Business Insider, and The Drucker Forum.

Thank you to the book’s publisher for sending me an advance copy of the book.

Comments

Nelson Mandela Leadership Quotes

Here are my favorite Nelson Mandela leadership quotes: "Lead from the back--and let others believe they are in front." "The greatest glory in living lies not in never failing, but in rising every time we fall." "It always seems impossible until it's done." "I like friends who have independent minds because they tend to make you see problems from all angles." "I've learned that courage was not the absence of fear, but the triumph over it. The brave man is not he who does not feel afraid, but he who conquers that fear." "Do not judge me by my successes, judge me by how many times I fell down and got back up again."

Leading With GRIT

Feelings of being stuck, overwhelmed and frustrated plague too many of our workplaces says Laurie Sudbrink , author of the new book, Leading With GRIT . So, drawing on her over 20 years of coaching a wide range of organizations, colleges and Fortune 500 companies, Sudbrink provides in her book a road map to improve individual and organizational health . That road map includes teaching readers the principles of GRIT : Generosity Respect Integrity Truth Laurie Sudbrink "It is not only the concepts of GRIT, but how they are combined, that make them so effective," shares Sudbrink. Divided into three parts, Part I of the book is geared toward the individual, and is foundational to your success as a leader. Part II focuses on communicating with GRIT -- making communication easier, more enjoyable and more productive. Part III is how, in our role as leaders, we apply and sustain GRIT in the workplace, creating systems that help keep everyone on track....

Six Leadership Actions To Leverage Employees' Differences To Strengthen Teams

The new book, All The Difference: Six Leadership Actions To Bridge Perspectives, Strengthen Teams, and Create Value , teaches how leaders can turn their team's individual differences into deeper trust, greater creativity, and winning results. “The greatest risk of unmanaged difference isn’t conflict: it lies in the ideas, insights, and opportunities that may never surface,” explain the book’s authors, Susan MacKenty Brady , Stuart D. Kliman , and Lt. Gen. (Ret.) Leslie C. Smith . They suggest that you look around your team to fully see people with different communication styles, perspectives, cultural norms, and capabilities. These differences are expressed in all kinds of ways, such as casual gestures in a meeting, a colleague's opinion on a current event, or an intense work style. Often, those differences can lead to friction, even conflict. You may try to manage around them. But, for you and your organization to fully leverage the strengths of your team’s diffe...

How To Lead In An Era When Everything Is Being Displaced

Today, leaders are caught in a cascade of contradictions. The technology that promises unprecedented capability also delivers unprecedented doubt. Artificial Intelligence (AI) makes everything faster, cheaper, and more capable. It also makes the most fundamental question of leadership unavoidable: what are humans actually for? You did not choose this moment. But you are responsible for who you and your organization become in it. In Re-Placed: Answering The Call Of Leadership In The Age Of AI , leadership strategist and CEO Kari Zeller offers something rare in the AI conversation: a leadership book that starts with the human, not the technology. “The arrival of artificial intelligence doesn't have to displace us,” explains Zeller. “But it will, unless we learn to re-place ourselves first—to consciously reposition who we are, how we lead, and where we create value in a world where intelligence is no longer ours alone.” “Being re...

7 Keys For Building A Great Business

When you start reading Mark Thompson’s and Brian Tracy’s book, Now…Build a Great Business! , you may feel like you are reading 200 pages of Blog posts, but the bite-sized approach to providing tools, practical steps and ideas, rather than theory, is precisely the authors’ intended approach. The book thoroughly explains the seven keys for how to achieve business success : 1. Become a great leader 2. Develop a great business plan 3. Surround yourself with great people 4. Offer a great product or service 5. Design a great marketing plan 6. Perfect a great sales process 7. Create a great customer experience You’ll find a checklist at the end of each step (each chapter) where you can write down your action plan for applying what you’ve learned. Particularly interesting is the chapter on strategic planning , where the authors recommend you should ask yourself these important questions before you act to create or reinvent the direction of your organi...

Daily Intentions For Leaders

Everyone can benefit from the book, Dear Friend , which features bite-sized, daily notes for contemplation, inspiration, connection, and clarity. Busy and stressed business leaders can particularly benefit from the 365 profound, heartfelt reflections from author Michelle Maros , founder of Peaceful Mind Peaceful Life and cohost of the podcast, Life Happens with Barb and Michelle . Dear Friend invites readers to go deep and use the notes as a daily practice that compounds over time, nurturing strength, resilience, and clarity. In just a few minutes each day, this book will offer you a daily reprieve when you feel burned out, beaten down, or overwhelmed by the strains and stresses of modern life. The heart of Dear Friend began in the quiet mornings Michelle shared with her mom, Barb. Every day, they would sit together, reading affirmations or passages from Barb’s beloved books. These small rituals—simple but powerful—set the tone for each day, grounding them in g...

The Science And Secrets Of High-Performing Teams

Ron Friedman ’s new book, Superteams , is the best book about teams and team building that I have ever read and have reviewed on my blog. It’s all about what the best teams do differently. It’s packed with counterintuitive insights, surprising science, and real-world lessons "from the most comprehensive study of elite groups ever conducted" reports Friedman. Read through it once and then keep it handy to refer to repeatedly. The 50-plus strategies for how a team does its best work are invaluable. Friedman surveyed thousands of teams and pinpointed the precise habits that separate the best from the rest. He reports that “the results upend everything we think we know about teamwork. It turns out that the most successful teams aren't the ones that collaborate most, get along best, or put in the longest hours.” What really sets them apart, according to Friedman, is the way they: Manage their energy and attention. Bring out the best in one another. Keep improving...

How To Conduct A Successful Post-Merger Integration

Most business leaders think that mergers fail because of bad strategy or overpaying. But according to former senior partner at McKinsey and Harvard Business School’s David Fubini , that’s not where deals break down. They fail in what comes during and after integration. More specifically, “Integration is what makes or breaks the success of a deal. Not design, not financing, not due diligence, not negotiations of structure,” says Fubini. “Because no matter how expertly you manage these elements, if you can’t bring all the pieces together, all your efforts might as well have been an academic exercise." Fortunately, in his new book, Post-Merger Integration: Building The Mindset, Skills, And Discipline Needed For Deal Success , Fubini (along with Patrick Sanguineti ) offers a behind-the-scenes look at how deals actually succeed and where they go wrong. And he shows leaders how to develop an Integration Mindset that will enable you to navigate the complex, nuanced reality...

Your 2026 New Year's Resolutions Check-in

Yikes. It's nearly August. Hopefully, you've mastered or are achieving good progress with your New Year's resolution(s) for 2026. If you need another resolution to tackle this year or haven't yet selected one, now is a good time to review this list below. New Year's Resolutions for leaders : Don't micromanage Don't be a bottleneck Focus on outcomes, not minutiae Build trust with your colleagues before a crisis comes Assess your company's strengths and weaknesses at all times Conduct annual risk reviews Be courageous, quick and fair Talk more about values more than rules Reward how a performance is achieved and not only the performance Constantly challenge your team to do better Celebrate your employees' successes, not your own Err on the side of taking action Communicate clearly and often Be visible Eliminate the cause of a mistake View every problem as an opportunity to grow Summarize group consensus after each decision point during a meeting Pr...

How Great Leaders See Differently

“Your decisions are only as good as the world you can see,” explain the authors of the new book, The Panoramic Leader: How Great Leaders See Differently . “And in a rapidly shifting business landscape, the most successful leaders learn to see more.” Authors Cornelia Choe and Marshall Goldsmith explain that talented leaders don’t fail for lack of intelligence or experience. Instead, they fail because they make decisions based on a partial view of their environment and miss critical insights. As you read the book, you’ll learn that panoramic intelligence is about training yourself to see through more than just your own lens. It’s learning to consider the perspectives of the full range of stakeholders who affect your company—including ones who wouldn’t traditionally be considered in stakeholder profiles. It’s about stepping back to see the bigger picture. Choe and Goldsmith explain further that panoramic leadership consists of three lenses: Inner Lens – How...

Eric Jacobson On Management And Leadership

Search This Blog