The effects of an increasingly digitalized world are now reaching into every corner of businesses and every aspect of organizations. Digital is the age of autonomy and choices. Which themes shall you set to advocate digital transformation? What are your practices for building a hyperconnected and ultra-modern digital organization?
Building a Self-adaptive Digital Organization? Digital means flow; digital organizations have to adapt to the continuous changes and business dynamic in striving as digital master. Within system engineering, self-adaptive concepts are applied in order to control system risks that evolve due to dynamics and variation. The self-adaptive system is a system able to re-configure its own structure and change its own behavior during the execution of its adaptation to environment changes.
How to Run a Digital Organization with Autonomy The business world is moving from a static, siloed, and mechanic industrial mood to the dynamic, fluid, and innovative digital mentality. Because the speed of change is accelerating, so the attempts to solve the existing challenges through the lens of the old paradigm continue failing. The new paradigm that is emerging is a digital organization that is more responsive, holistic, vibrant, self-driving, and above all enhances and supports the living organization and the dignity of the creative human spirit. More specifically, what is the digital way of running an energetic and autonomous digital IT organization?
What are your biggest Challenges with Holacracy at the Moment?? “Holacracy is a new way of running an organization that removes power from a management hierarchy and distributes it across clear roles, which can then be executed autonomously.” (www.holacracy.org). However, organizations have been using the pyramidal organizational structure for so long (since the industrial revolution), there’s no overnight shift for either mindset or structure change. Now the Holacracy model is still under experimentation and learning stage, what are your biggest problems with Holacracy at the moment.
The Spectrum of Self-Organizing and Self-Managing? Self-organization comes from chaos theory. Living systems are self-organizing—there is no genetic manager. Human systems are living systems, therefore, human systems are self-organizing, by definition. The problem is we are taught to be managed out of this natural state of being, by well-meaning people who believe outside control to deliver more effective results at industrial age. Such command-control management style is the root cause of many business issues such as low employee engagement, lack of innovation, 'toxic culture,' etc. However, forward-thinking organizations today are on the journey of digital transformation, what's the optimal digital management style? There's a whole spectrum between minimally self-organizing and fully self-managing. If the organization were larger, some of the management burdens would likely be shared between the teams. but how much is right? That depends on the context.
The “Digital Way” of an Organizational Structure and Beyond? Organizations large or small are on the journey to digital transformation, and there are different theories of organizational structure evolution and continuous brainstorming about the concept of self-management, the format of future of the organization. The whole point is how to build a more creative and productive working environment in which the employees’ talent can be unleashed; and business as a whole is more optimal than the sum of pieces, in order to adapt to the change with the accelerating speed.
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