Change is increasing its pace; collective improvement can be made smoothly only if we are able to take an adventure for experiment, learning, growing, failing forward, achieving more.
There are many assumptions you need to prove, varying conditions you should clarify in order to steer the business in the right direction. Great organizations are supposed to enhance engagement of individuals and the group; initiate open communication, increase collective capabilities to fulfill their vision, satisfy customers, and unlock business performance.
Only if we analyze how the identities and beliefs of human beings are impacted by change and address these changes properly, can we change their mindset, attitude, and behavior: Change is part of the new normal; unfortunately, these days the change is forced, and people are not often involved. Change is never for its own sake, but to make improvement. Leaders need to ask open-ended questions, initiate empathetic communication, and encourage meaningful conversations to get people evolved, collective feedback; to co-solve problems and overcome common challenges.
Different groups, organizations, or societies should hold a common set of values for setting people’s mindset right , guiding people’s actions and leading progressive changes collaboratively. It's important to take away the stigma and fear; proactively ask questions, challenge your own views, common beliefs, conventional wisdoms, and always appreciate insightful opinions and fresh ideas. Contextual intelligence with nonlinear logic broadens the perspective of a specific cause and effect in a specific context, deepens understanding of business complexity for leading progress smoothly.
Only if we learn from failures, and then failing is something that prompts us to move ahead: Business ecosystem is complex, full of uncertainty; be positive and cautious at the same time. Business leaders and professionals should present resilience to fail fast and fail forward, with the capability to manage risks intelligently. They can fail forward only if they learn from their failures. And then, failing is something that prompts them to move ahead.
Either individuals or organizations, to survive and thrive, improve learning from your own errors or others’ mistakes. It's about being able to keep working and focusing, even during stress and disturbances, rather than reacting to stressful situations. Have the right dose of risk appetite to change with the premium speed. Otherwise, you will go too far one way and become risk-averse; or go too far, but fail to make use of the learning or grasp the learning opportunities to fail forward. With resilience, you can fall down and stand up again, address and handle any future potential challenges with confidence.
Only if the management creates a very good/congenial atmosphere with their good policies/incentives, employees will feel that the organization belongs to them and they are fully engaged to help organizational success: In many circumstances though, organizational or social circumstances are only amended by rules, policies or process. Good policies promote transparency, trust, collaboration, respect, creativity, open communication, people centricity, etc. It’s important to set policies in the language understood by stakeholders, to encourage a fitting mindset, good attitude, and constructive behavior, catalyze changes and improve problem-solving effectiveness.
Today, the workplace can be provocative, passionate, from letting go of the current reality to allowing an unknown future state to emerge, and solve problems proactively. By setting and following good policies/incentives with flexible management disciplines, organizations can focus on coordination and facilitation, and develop the best or next practices to proactive problem-solving. When circumstances change, policies need to be updated to ensure people continue to do the right things. The more effortlessly you can align, integrate, and optimize the important business factors - people, processes, technologies, cultures inside an organization, the closer you can solve crucial problems and accelerate performance.
Change is increasing its pace; collective improvement can be made smoothly only if we are able to take an adventure for “experiment, learning, growing, failing forward, achieving more.” Only if the leadership is strong enough to make positive influence; the management can understand and handle issues from different angles, enhance alignment and integration; people are encouraged to think independently, keep learning agile, develop resilience, organizations are able to walk through “looking, listening, questioning, understanding, planning, collaborating, executing, evaluating” phases for leading progressive change in a structural way.
Only if we analyze how the identities and beliefs of human beings are impacted by change and address these changes properly, can we change their mindset, attitude, and behavior: Change is part of the new normal; unfortunately, these days the change is forced, and people are not often involved. Change is never for its own sake, but to make improvement. Leaders need to ask open-ended questions, initiate empathetic communication, and encourage meaningful conversations to get people evolved, collective feedback; to co-solve problems and overcome common challenges.
Different groups, organizations, or societies should hold a common set of values for setting people’s mindset right , guiding people’s actions and leading progressive changes collaboratively. It's important to take away the stigma and fear; proactively ask questions, challenge your own views, common beliefs, conventional wisdoms, and always appreciate insightful opinions and fresh ideas. Contextual intelligence with nonlinear logic broadens the perspective of a specific cause and effect in a specific context, deepens understanding of business complexity for leading progress smoothly.
Only if we learn from failures, and then failing is something that prompts us to move ahead: Business ecosystem is complex, full of uncertainty; be positive and cautious at the same time. Business leaders and professionals should present resilience to fail fast and fail forward, with the capability to manage risks intelligently. They can fail forward only if they learn from their failures. And then, failing is something that prompts them to move ahead.
Either individuals or organizations, to survive and thrive, improve learning from your own errors or others’ mistakes. It's about being able to keep working and focusing, even during stress and disturbances, rather than reacting to stressful situations. Have the right dose of risk appetite to change with the premium speed. Otherwise, you will go too far one way and become risk-averse; or go too far, but fail to make use of the learning or grasp the learning opportunities to fail forward. With resilience, you can fall down and stand up again, address and handle any future potential challenges with confidence.
Only if the management creates a very good/congenial atmosphere with their good policies/incentives, employees will feel that the organization belongs to them and they are fully engaged to help organizational success: In many circumstances though, organizational or social circumstances are only amended by rules, policies or process. Good policies promote transparency, trust, collaboration, respect, creativity, open communication, people centricity, etc. It’s important to set policies in the language understood by stakeholders, to encourage a fitting mindset, good attitude, and constructive behavior, catalyze changes and improve problem-solving effectiveness.
Today, the workplace can be provocative, passionate, from letting go of the current reality to allowing an unknown future state to emerge, and solve problems proactively. By setting and following good policies/incentives with flexible management disciplines, organizations can focus on coordination and facilitation, and develop the best or next practices to proactive problem-solving. When circumstances change, policies need to be updated to ensure people continue to do the right things. The more effortlessly you can align, integrate, and optimize the important business factors - people, processes, technologies, cultures inside an organization, the closer you can solve crucial problems and accelerate performance.
Change is increasing its pace; collective improvement can be made smoothly only if we are able to take an adventure for “experiment, learning, growing, failing forward, achieving more.” Only if the leadership is strong enough to make positive influence; the management can understand and handle issues from different angles, enhance alignment and integration; people are encouraged to think independently, keep learning agile, develop resilience, organizations are able to walk through “looking, listening, questioning, understanding, planning, collaborating, executing, evaluating” phases for leading progressive change in a structural way.
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