Leadership in complex situations differs significantly from leadership in non-complex situations.

While the foundational principles of leadership, like vision, communication, and integrity, remain constant, the approach and skills needed for complex situations differ significantly from those in non-complex scenarios. Complex situations require more adaptability, continuous learning, and a higher tolerance for ambiguity.

	Complex Situations:	Non-Complex Situations:
Nature of the Problem:	Problems are often interrelated and multifaceted. Solving one issue might inadvertently create or exacerbate another. The Cynefin framework refers to these as "complex" problems, where cause-and-effect relationships are not immediately clear.	Problems have clearer, more predictable cause-and-effect relationships, often termed as "simple" or "complicated" in the Cynefin framework.
Decision-Making:	Requires adaptive decision-making, where leaders continually adjust strategies based on emerging patterns and new information.	Leaders can rely more on best practices, established procedures, and expertise.
Information Gathering:	A leader often needs diverse inputs from multiple sources and disciplines. Cross-functional collaboration becomes imperative.	Information is more streamlined, often coming from established sources or procedures.
Tolerance for Ambiguity:	Leaders must be comfortable with uncertainty and be prepared to operate effectively even when not all variables are known.	Ambiguity is typically minimal, and the paths to solutions are clearer.
Communication:	Requires more nuanced communication. It's essential to keep all stakeholders informed while also managing potential anxieties or misconceptions.	Communication is often straightforward, relaying clear expectations and procedures.
Risk Management:	Risks are interconnected, and there's a need for dynamic risk assessment and management strategies.	Risks can often be mitigated through established protocols and methodologies.
Team Dynamics:	Teams often need to be interdisciplinary with a focus on agility and flexibility. Leaders must be adept at managing diverse teams and fostering a collaborative environment.	Teams might be more homogenous with well-defined roles and responsibilities.
Innovation and Experimentation:	Leaders often need to encourage innovation and be open to experimenting, accepting that some efforts might fail.	Tried and true methods can be relied upon with less need for experimentation.
Feedback Loops:	Feedback is continuous, iterative, and crucial for refining strategies. Leaders need to establish mechanisms to constantly learn from actions and adjust accordingly.	Feedback cycles might be longer and more structured.
Resource Allocation:	Resource needs can change rapidly. Leaders must be adept at dynamically allocating resources based on shifting priorities.	Resource needs are more predictable, and allocation is often based on historical data or established models.

Facilitating change in large, complex systems differs from traditional change management.

Managing change is challenging in any context, but the complexity of the situation makes a difference.

	Complex	Non-Complex
Complexity of the Problem:	Often multi-faceted with various interdependent variables that affect the outcome. Example: Merging two large, culturally different organizations	Usually straightforward with fewer variables affecting the change. Example: Implementing a new software tool in a small team
Stakeholder Involvement:	Multiple stakeholders often with conflicting interests.	Fewer stakeholders, generally with aligned interests.
Speed of Implementation:	Slower due to the need for careful planning, stakeholder engagement, and monitoring.	Faster as there are fewer variables and obstacles.
Risk Assessment:	Requires extensive risk assessment involving various scenarios, contingencies, and fallback plans.	Risk assessment is often straightforward and may require fewer contingencies.
Communication:	Multi-level and multi-channel communication strategies are often necessary.	Communication is usually direct and uncomplicated.
Resource Allocation:	Requires substantial resources, including specialized expertise.	Generally, requires fewer resources.
Resistance to Change:	Higher likelihood of resistance due to the number of people affected and the magnitude of the change.	Lower likelihood of resistance as the change is generally simpler and affects fewer people.
Feedback Loops:	Needs sophisticated feedback mechanisms to continually adapt the change process.	Simple feedback loops are generally sufficient.
Flexibility and Adaptability:	Requires a high degree of flexibility and adaptability as conditions evolve.	Often can proceed as planned without requiring significant adjustments.
Leadership Skills:	Requires leaders capable of managing ambiguity, high stress, and conflict.	Leadership skills required are often less demanding.
Monitoring and Evaluation:	Ongoing, rigorous evaluation mechanisms needed to gauge progress and make adjustments.	Basic performance indicators and timelines are usually sufficient for evaluation.
Cultural Aspects:	Culture change might be necessary and can be a lengthy and delicate process.	Usually less impact on the existing culture of a team or organization.
Legal and Compliance Issues:	Often involves intricate legal considerations, contractual obligations, and compliance issues.	Typically simpler, with fewer legal and compliance hurdles.
Outcomes and Consequences:	The results are less predictable and have a more significant impact.	More predictable outcomes and generally lower stakes.