VUCA by Design

The world of 02022 is volatile, uncertain, complex and ambiguous. It is VUCA.

TikTok is VUCA by design.

Mirroring these 21st century realities, a company can better adapt to its defining characteristics. Encouraging this VUCA-ness to grow within the organisation and indeed nurturing VUCA has benefits.

VUCA environments can spark creativity and innovation. Team members are forced to rethink old patterns and adapt to emerging complex problems. Out-dated ways-of-working are never solidified or cemented.

A VUCA organisation is designed to be flexible and adaptable. No space is moving so quickly at scale as consumer internet. With the newer platforms having profitable but short shelf-lives. TikTok understands this. It does not want to be a flash in the pan, but a lingering presence and ready for the 2020s, 2030s and beyond.

A VUCA organisation is designed to be a learning organisation, where team members must continually develop their skills and knowledge. At TikTok this learning is mostly done on the job. It is learning that must match the pace of the company in out-pacing the market.

Adapting to the pace and VUCA environment of TikTok is the biggest challenge for new hires.

It is also the most exciting part of being part of that environment.

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This post is part of the TikTok Sequence, a series of short thoughts inspired by my time working with TikTok. The posts focus mostly on the experience of work culture at TikTok and companies like it.