VUCA was Yesterday! Living and Leading in a BANI World.

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Our business world loooves acronyms. 🤓 We throw around terms like FTEs, OKRs, KPIs, EVP, and so on. But often we forget that people outside our domain have no idea what we’re talking about. And in my opinion, these ‘professional terms’ often shield us from something else: the messy reality of working in this age.

And now? Guess what… I’d like to introduce you to BANI. Yes, another acronym. But this one is different. I promise! 😉 It’s a framework that speaks less to business metrics and more to our lived, felt experience in modern organizations.

BANI stands for:  

• Brittle

• Anxious

• Nonlinear

• Incomprehensible

The term BANI was first mentioned by futurist Jamais Cascio in his article «Facing the Age of Chaos» in 2020. And for me, it describes the reality many of us are navigating today far better than the older VUCA concept (Volatility, Uncertainty, Complexity, Ambiguity) ever did.

Clarity is not a destination; it’s a practice.

What does BANI mean for our relationships at work and at home?

I believe the true power of BANI isn't just in describing the world 'out there', but in using it as a mirror for our own inner experience and the systems we create. If we look at BANI through the lens of our nervous system and organizational design, it changes how we lead, how we relate, and how we build HR practices.

Brittle → We need stronger foundations

Brittle systems look stable until they suddenly break. People are similar. When we operate at full capacity, rush through our days, overcommit, and keep saying “I’m fine.”, we lose our power. One unexpected event can trigger burnout for an individual or a total breakdown in a team process.

Imagine this:

• We work in psychologically safe environments where people can fail, learn, and be honest without fear of a career penalty. 

• We implement daily habits that intentionally create resilience: space in your calendar, focus time, clear boundaries, and meaningful meeting check-ins, not just more wellness initiatives.

• We build agile HR processes and team setups that truly make work easier and clearer.

• We are honest when things are not okay by asking for support.

🫶 Brittleness teaches us that strength is not the absence of cracks. It’s the courage to name and repair them.

Anxious → We need emotional presence and co-regulation 

Permanent change, information overload, and global crises fuel anxiety. And that anxiety doesn’t stay neatly 'in our head', it leaks out into how we interact: we react quicker, we withdraw, we try to control more, or we numb out. Our entire system becomes more tense.

Imagine this:

• We learn to pause and regulate our nervous system first before we speak or act. One deep belly-breath, rubbing your hands, feeling your feet on the ground. 

• We listen with genuine empathy when someone shares their struggle. We don’t want to fix or find an immediate solution.

• We feel safe and without judgment within teams, partnerships, and families.

🫶 What soothes anxiety is not more data or information, but connection, clarity, and a sense that we do not have to hold everything alone.

Nonlinear → We need flexibility and shared learning

In a nonlinear world, small, subtle shifts can have big effects. At the same time, huge efforts can sometimes change almost nothing. 

Imagine this:

• We let go of rigid expectations. The belief “If I do X, you will do Y.” is rarely sustainable. 

• We accept change in cycles. Energy, motivation, and learning move in waves.

• We value curiosity instead of certainty. Asking “What is really happening here?” opens more possibilities than “I already know how this should be.”

🫶 Nonlinearity teaches us that there is rarely 'the one and only' correct path, but rather a series of continuous “What do we try next?” steps. 

Incomprehensible → We need transparency and sense-making

We live in an age of information overload. Even with access to relevant data, things often feel unclear. People are overwhelmed, confused, and unsure what to trust. In teams, this shows up as rumours instead of shared information, decisions 'from above' that no one understands, and private interpretations instead of shared understanding.

Imagine this:

• We share context instead of silent assumptions.

• We explain the “why,” not just the “what”.

• We name what we don’t know yet. 

• We choose more dialogue and fewer quick conclusions.

🫶 Incomprehensibility invites us to drop the illusion that we 'should already know'. Instead, we learn together. We make sense together. We build the future together.

Ready to learn more?

Agility in HR? 

If you suspect that your HR strategy may be adding to the BANI pressure instead of easing it, we can look at it together. I support leadership and HR to apply agile principles so that structures become more resilient and people-centric.

Book an Intro HR Consultation Call

Curious about Embodiment Coaching?

If you resonate with any of the above on a personal level, it might be time to recenter. In my coaching, we work with your nervous system, your patterns, and your boundaries so you can lead yourself and others with more presence and clarity.

Schedule your Coaching Clarity Call