Innateprofundity

A profound mind is open and deep, able to leverage multiple thinking processes in dealing with varying situations wisely.

Back to the root of the word “profundity,” it means insightful understanding; it requires a person's ability to grasp or comprehend information, be able to see beyond the obvious, look around the corner, dig into the root cause of the problems, and climb the knowledge-insight-wisdom pyramid stepwisely in order to solve problems thoroughly. 

Profundity implies interdisciplinary contextualization, systematic insight, and objective perception. ,

Interdisciplinary contextualization: Nowadays information is only a click away, the knowledge cycle is shortened significantly. The hyperconnectivity nature of digital breaks down the functional, geographical, or even organizational border. Businesses today become much more nonlinear, interconnected, and interdependent than ever. The border of knowledge domains is blurred and the scope of knowledge is expanded in the continual base. Contextualization is about broadening the understanding of a specific cause and effect in a specific context or the core issues of a situation which leads to true understanding and resolution.

Knowledge is concrete, and intelligence is contextual. So far wisdom and knowledge have evolved in humans with their eyes and ears open to understanding- "read between the line," "listen to what is not being said."  Gain the contextual understanding of a specific cause and effect in a specific context or the core issues of a situation based on the identification of relationships and behaviors within a model, context, or scenario. To gain a profound understanding, it is the responsibility of each individual to examine themselves and to make sure they are open to true understanding. They need to shape a bigger thinking box, break down silos, apply interdisciplinary knowledge to discover patterns and rearrange puzzle pieces for coming up with better solutions.

Systematic insight: Insight is the intersection of analytic thinking and synthetic thinking; linear logic and nonlinear thinking; creativity and reasoning; the power of acute observation and deduction, questioning, connection, penetration, discernment, It's the act or result of understanding the inner nature of things or of seeing intuitively. The more complex the situation is, the more different approaches and role gaming is needed to reach for insightful understanding.

Insight is one's experience and exploration process, and introspection. Insight is a perception beyond the thought, a multi-dimensional cognizance, and it’s the experience to explore oneself, surrounds and beyond. Insight is being able to identify the root cause of a problem or the core issues of a situation which leads to in-depth understanding, empathetic communication, harmonized collaboration and innovative resolution. Collective insight is superior. If a team clicks, it may reach a shared insight of the situation which is always better than individual belief.

Objective perception: Perception is the way our eyes see the world, and our mind interprets it into reality based on our conditioning or beliefs, etc, leading us to make judgment. Even though everyone lives in actual reality, we experience actual reality through the filter of our personal realities, which is ultimately based on individual perception. So it is subjective and varies from person to person. Profundity often means your version of prescription is more objective, closer to the actual reality and is more persuasive for communicating with clarity and solving related problems comprehensively.

A mindful leader has an objective perception to be a good problem-solvers upon thinking profoundly, upon striking the right balance without any sort of extreme thinking or unconscious bias.Having a learning attitude allows them to gain cognizant of the different perceptions of the world, and having gratitude allows them to be more positive, appreciate good things happening. Your perception affects your world and therefore what you project on the world, which in turn impacts others positively or negatively.

A profound mind is open and deep, able to leverage multiple thinking processes in dealing with varying situations wisely. To improve decision effectiveness and solve complex problems today requires perception intelligence, interdisciplinary contextualization, systematic insight, enriched experiences, as well as taking an end-to-end response, a structural and an iterative approach.

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Human Potential

There is no limit to human potential; however, it’s the individual, culture, circumstances, and society that sets a limit on that unlimited potential.

Human potential is both myth and truth. On one side, the condition of being human is the endless search for the conditions that allow the human to maximize human potential. On the other side, not only there's known upon the unknown, also unknown upon the unknown. There are physical potential, intellectual potential, and spiritual potential. The "view of the talent potential landscape” has many dimensions intellectually, psychologically, philosophically, and sociologically. 

Individuals need to step outside the box and challenge perception, push themselves to the limit, their limit. The discovery of human potential opens a new window in our psyche to dormant attributes we didn’t know existed. Human Capital does make more sense within the context of the goals of human society. Human potential is the gold mine we all need to dig through for reaching the next cycle of professional growth and societal progress.

Intellectual potential - thinking thoroughly and having strong cognitive abilities: Individuals showing potential are distinguished usually by learning more rapidly than their peers, more innovative, and by their mastery of new roles quickly and effectively. “With a tree, all the growth takes place at the growing tips.” Intellectual potential is often based on people’s learning agility to gain knowledge, develop their talent and build their differentiated capabilities. In many circumstances, individuals and organizations with potential haven't performed to the level where there is actual performance in all the areas desirable. The potential is an investment. People must first be open to seeing and understanding that their knowledge is some sort of outdated, that further causes their static mindset. Thus they need to get out of their comfort zone; and then, only then, they are able to open their minds, or, at least, create the conditions for them to do so, and to unleash their intellectual potential.

To identify a person’s potential, look for strong evidence of a desire to learn and to grow, having the ability to live comfortably with contradictory thoughts, express things creatively but persuasively, and tap creative potential seemingly effortlessly. We continuously learn so we continuously improve. High potential people proactively learn, share, debate, stimulate intellectual curiosity, improve their learning plasticity with varying intellectual engagement, and unlock their intellectual potential to generate value in driving changes effectively. Collectively, just like building a blossoming garden with the variety of plants growing vigorously, constructing a talent-potential landscape is a structural design process that can bring greater awareness of people's dynamics, resource alignment, knowledge instilling, cultural quintessential, or technological touches.

Psychological potential - enhance a healthy psychological cycle to stimulate creativity: We are emotional beings, although many of us have abilities to manage our emotions effectively and dispassionately analyze and make sound judgment. But do not ignore the psychological potential which helps us evolve, if managed well, stimulate creativity and recharge our energy to transform. Certainly when we think that every rational thought is linked to emotions and creates feeling, this is an ongoing process just like the feeling to improve and to create. The kind of emotions within a person that triggers an improvement/innovation process can be numerous and most likely will be a combination of emotions! So let the emotion flow frictionlessly once a while, and tap creativity in a natural way. Now with conscious thinking, tools, and techniques, even emotion can be managed more scientifically to unlock unlimited human potential.

An emotional lifecycle is in an innovation process, and psychological potential is the fountainhead of creativity. There is a new energy that gets created in teams engaged in innovation - both at an individual and a group level. Our emotional well being has impacted on innovation but what is triggering our emotions? To dig beneath the superficial layer, understand the trigger to the emotions and manage them effectively, we need to ponder: What’s the innate emotional cycle of spark creativity, what from the outside world has the impact? And what's the intersection of inner and outer factors that catalyze innovation? What about the right innovation climate? Your personal climate, your team climate Etc. Creativity is infused with an inner cohesion and comes from stimulation of emotional flow. If conflict triggers creativity inside, anger pushes you to speak out with creative expression, can you have positive psychology such as passion to constructively develop ideas, calm to cool things down a bit, and persistence to implement ideas smoothly. The inner wholeness is a constant which relates to universal understanding, but each of us has to find this constant for ourselves: We are emotional beings full of potential.

System potential - explore the unique path to explore collective potential via interdisciplinary lenses: Systems is about this side, that side, and the interrelationship of both sides. People are the system, organizations are the system, and societies are the system. How can we push towards the next stage of evolution that enables the large collective of people to think in an advanced manner; communicate empathetically, unleash collective potential and work harmoniously to achieve common vision? Societies react, manage, but need to orchestrate in a more innovative way to leapfrog collective progress. Anthropology helps us shift our thinking to a variety of perspectives, enabling people to navigate a variety of cross-boundary situations and connect wider dots to spur innovation. Sociology enables us to analyze societal phenomena and develop practices to drive needed changes and make breakthrough innovation. Philosophy provides a broader angle to ask “big why,” and understand human civilization abstractly. All of which create a beautiful landscape for us to explore, and take adventure to unleash unlimited human potential.

There is no limit to human potential; however, it’s the individual, culture, circumstances, and society that sets a limit on that unlimited potential. With abundant knowledge only clicks away, and unprecedented opportunities and convenience brought by advanced technologies and methodology, what had been previously thought impossible is now accepted as possible. Every individual has, at least, the opportunity to actualize their potential; collectively, we can co-shape a contemporary society in which we can learn proactively; work passionately and live a fulfilling life with delight.

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Connectivity

A connective mind is full of potential, a connective organization is full of intelligence; and a connective world is full of energy.

The black and white boundaries continue to diminish in the 21st century due to the occurrence of increased integration across functional borders, organizational borders, geographical borders, industry boundaries, as well as information permeating into the environment and people's movement across cultures smoothly. 

When things connect in this way, both horizontally and vertically, any entity wishing to negotiate a successful journey has to understand what the implications of hyper-connectivity mean to them. to their organization and society. But much more importantly, they have to understand the external changing connected eco-environment inside out and discover how they can interact with nature seamlessly.

Cognitive connectivity: A connective world is full of energy; a connective mind is full of potential, free from psychological inertia; has an expanded thinking box to connect wider dots for spurring abundant thoughts effortlessly. A connecting mind can see through things from different angles, and shape holistic insight in a broader way. A connective mind is both open and structural; comprehensive and abstract; creative and critical, analytical and synthetic, perceiving differences among similarities; and seeing the commonality even at the seemingly “polar opposite” viewpoint. It is the mind with the thinking process that holds onto its natural connectivity while being prepared to connect the dots even in the opposite direction should they make sense.

A connective mind practices diverse thinking processes and then, converges them into new knowledge and insight. A connective mind is interdependent-linking our inner self and surrounding frictionlessly. A connected mind is a powerful engine to keep generating thoughts, thoughts wrapping around thoughts to shape ideas big and small; ideas following with ideas create a beautiful landscape to enrich our life adventure and allow us to connect to the rest of the universe wirelessly. We are part of nature, and nature keeps emerging...

Information Connectivity: Connectivity is the “nature” of today’s information abundant organization and society. Information does not live alone but permeates everywhere in the environment. Information is the connection between processes and a process is the connection between information. If cognitive connectivity makes us smart as human beings, highly cognitive information connectivity is like the nerve system of the business, to collect, process and update information with a deep understanding of the decisions that need to be made and their impact, also guide the corporate actions and behavior on the way to adapt to changes smoothly.

In fact, in this information-abundant era, there isn't really much of an enterprise without the massive oceans of information that flow through the enterprise at any given split second. Information is paradoxical- it’s invaluable and confusing; critical and misleading, all depending on its quality as well as how people can use them properly. Information brings about business ideas; business ideas generate lots of information. It is the aggregation of information and the assessment of that information creates the intelligence required to define the rules that move the business forward superconsciously. Appreciate information, but don’t worship it. People are the masters who can apply information-based intelligence to utilize cognitive abilities of the smart business to derive the value for the betterment of the organization as a whole in the long run to make a difference.

Creative connectivity: Creativity is about connecting the dots. It’s an inner process to create novel ideas. It is felt that creative cognition is a self-rewarding process where divergent thinking would promote connectivity through the development of new synapses for solving problems creatively. Creative connectivity means to have a better ability for dots connection across knowledge boundaries to spark great ideas and catalyze innovation. There are often lots of people capable of "connecting the dots," but unfortunately, a lack of cultural support for independent thinking and sometimes contrarian positions are often prevalent. It’s the responsibility of contemporary leadership to break down silos and break through self-limited restrictions.

Conceptually, how cleverly you connect your dots by leveraging your experiences and finding a solution to the problems is creativity. Creativity to some extent is the nature of seeing the patterns that already exist, and then being able to predict how they change, and sometimes manipulate them in a direction that fits our needs to solve particular problems innovatively. In practice, connect key resources and assets in the context of the idea reaching innovation hubs and clusters across the digital ecosystem. That, in turn, will further fuel creative energy and harness more collaboration in innovative initiatives to their environments. To broaden creative impact, the aspect which matters is ensuring that the enterprise is connected to all the appropriate ecosystems, lattice or otherwise, touch points, for improving idea flows, and catalyzing innovation consistently.

The fact is that the world now becomes more advanced, over-complex, hyperconnected, and interdependent than ever. Businesses are transforming from siloed functions, the sum of pieces into a connected whole. It requires people to see things through a broader lens and enable them to approach the flow zone for improving accountability,  rejuvenating creative energy, and share a natural affinity for new perspectives, innovations, and collective wisdom enthusiastically.

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Unique Self

Self is-the ripple, we create; self is-the footprint-we make…self is tiny -like a stream; huge as- an ocean, interactive with -nature, intimately.

In the world of -

change,

there is -

always one clear issue-

the issue of self -

with “I” factor,

make each of us,

unique being:

with “YOU” element,

merged into,

surroundings,

seamlessly…


Self is like-

the sea shell,

with innate potential,

sitting on the Bayshore,

casually,

watch over-

rolling waves quietly;

touch with-

rising tides calmly,

make transcendence,

surprisingly..


Self is -

an innate character,

with fresh appearance;

self is -

cognitive strong,

emotional fragile,

integrated us into -

conscious beings, 

holistically.


Self is-

like the dynamic book,

we wrote,

chronically…

refined into-

a compelling story,

persuasively…



Self has-

special outlook,

with inner drive,

adapt to the world,

in many ways..

some survive,

others thrive,

learn -life lessons,

intensively…


Self is-

the ripple,

we create;

self is-

the footprint-

we make…

self is tiny -

like a stream;

huge as-

a ocean,

interactive with -

nature,

intimately..


Self looks -

similar,

also different;,

the freshness of-

self fuses passion,

spurs creativity;

builds confidence,

captures the seasons of

-changes promptly..


Introspection is-

the lens -

to know-

self deeply;

being self-aware,

allows us to-

discover strength,

unlock potential,

strengthen the connection

between heart and mind,

synchronically…


Self is not -

so selfish,

if we know-

who we are,

make a mind shift from

self-control to -

self-driven;

from self-indulging to-

self-criticism;

from self-limitation to-

self-actualization,

strive to become -

a better being,

effortlessly…


Self is -

unique and universal,

same and different,

with inner feelings,

in response to-

what we are experiencing;

leading us to -

a greater understanding,

full of imagination

inherent intelligence…

Self is amazing.

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Uncoveressenseofquality

Quality conveys what we think, what we do, and what we deliver.

Quality is in everything people do and experience. Quality shines through consistency, simplicity, and reliability. The most important thing is that you need to define quality as leadership and quality as management.

Quality is based on consistent deliveries: The maturity of quality management is about how to excel in quality products or services delivery in a consistent manner. High quality professionals not only keep consistent on themselves, what they think, what they say, or what they act, but also, they look for consistency in their teams, in their organization as well as in the ecosystem.

Consistency is the key to success in shaping high quality professionalism and leading a meaningful life journey. As consistency enforces balance, unlocks growth and harmonizes humanities. Consistency is the great habit to build professional competency and a leadership trait to gain respect.

Nowadays quality and creativity are interconnected: Quality without creativity is a commodity, and creativity without quality cannot create high-end commercial value. Quality ideas are often created by quality people who are self-motivated to think, learn, innovate or invent. Quality employees today are people who can think and work independently, and develop excellent problem-solving skills.

In the corporate setting, "Quality management," like "change management," needs to be embedded into the corporate culture; it requires engaging all the people involved working together as a team to spur creativity and drive innovation.

Quality is doing the right thing right, the first time: Quality is really important for teams as every member is always aware of how the whole process is going on, what results have already been achieved. It's also about how to evaluate their skill/capability/potential, as well as their learning agility to bring business to the next level of maturity. Quality assessment is to evaluate both individual and team performance on how effectively they can put profound knowledge, robust processes, and efficient tools actually used in actions.

Plus, it's always easier to decide who really deserves being rewarded afterward and that's the main incentive to improve quality. High-quality leaders or employees have a winning mixture composed of character, creative intelligence, and competence in a humble frame of self-esteem which makes them aware of his/her quality without needing to show them.

Quality conveys what we think, what we do, and what we deliver. Rewarding people for taking responsibility and recognizing their worth is key to improving quality for the long term. Business value achieved by quality management has to be driven, indicated and understood at all levels of the organization.

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Innovativeinsight

Isn’t it a tough journey to celebrate 8100 blog postings - to pursue the digital way to brainstorming, innovating and sharing….

The “Future of CIO” Blog has reached 5 million page views with 8100+ blog postings in 59+ different categories of leadership, management, strategy, digitalization, change/talent, etc. 

The “Digital Master” book series includes 28 books to share insight from the multidimensional digital lens and perceive the multi-faceted impact the digital era upon us is making to businesses and society. The content richness is not for its own sake, but to convey the vision and share the wisdom. Here is the weekly insight of digital leadership, IT Management, and Talent Management.

Innovativeittrends Information abundance can bring new ideas; ideas have always driven business success. IT value needs to reflect such shifts. Information Technology is not the sum of services or processes, or monolithic hardware only, IT personalization, consumerization, and Information Technology brand-building are a few correlated, iterative, and integral efforts of IT transformation from a commodity service provider to a business solutionary,

Innovativeboardwithcriteriaoversight The corporate board as one of the most important governance bodies of the company involves the alignment of interests among the stakeholders, take the oversight of assessment - gauging conditions and choices, setting and reviewing criteria to evaluate ideas, assess decision effectiveness, and the overall investment portfolio potential/performance, to direct management towards good outcomes consistently.

Increaseagilityfrictionlessly Organizations large or small across the industries feel the gain and pains as they are experiencing the increasing pace of changes, frequent disruptions, fierce competitions and more selective customers. Not to mention that in many organizations getting stuck at the lower level of business maturity, dysfunction, complication, rigidity, and inefficiencies are not always easy to uncover.

unconventionalismviaintrapreneurship Intrapreneurship is about creating new ventures from within an established company. To awaken innovation in the well-established organization, business leaders and professionals should think as an intrapreneur and act as a startup manager, initiate intrapreneurship practices to rejuvenate business models, renew fresh energy, and enforce unique business competency.

Innovativesolutions It is a continuously changing world and emergence is inherent in every venture of the business. Oftentimes, problem-solving has a very wide scope and takes an interdisciplinary approach that involves multifaceted disciplines and a multi-stepped process that includes both problem resolution and solution implementation. For every existing or emerging problem, we need to contemplate the varying causes behind it, as well as ponder solutions from multiple perspectives in order to solve it for achieving desired value.

Blogging is not about writing, but about thinking about the new ideas; it’s not just about WHAT to say, but about WHY to say, and HOW to say it. It reflects the color and shade of your thought patterns, and it indicates the peaks and curves of your thinking waves. Unlike pure entertainment, quality and professional content takes time for digesting, contemplation and engaging, and therefore, it takes time to attract the "hungry minds" and the "deep souls." It’s the journey to amplify diverse voices and deepen digital footprints, and it's the way to harness your innovative spirit.

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InnovativeLeadershipi

Highly innovative leaders need to share a clear vision, practice effective communication and make a commitment to roll imagination into reality.

Business success today depends on innovation. Business innovation depends on innovation leadership. The ultimate criterion of "innovation leadership," is to envision the future trends in business, technology, and society, explore emerging opportunities and unleash human potentials, create more and more authentic and creative leaders, and amplify innovation impact. Here are the traits and strengths of innovative leaders.

Open-mindedness: Due to rapid changes and exponential growth of information, business leaders must realize what has worked in the past isn’t today’s best solution and demonstrate a clear vision to see what has become now. Open-mindedness is a significant characteristic of innovation leadership. Innovative leaders are forward thinking and capable of predicting trends, managing future and present, delegating the past, perceiving the whole picture and applying creativity in areas not tried before.

Innovation can be a breakthrough and notice that it requires a “break,” to remove the old belief or habit and establish the trust and principles to inspire change. Every business is different, every industry is different, and the environment plays an important role in shaping innovation success. Innovation leaders face a complex reality today; they must be at the right moment, with an explorable mind to catch great opportunities. Innovation leaders inspire creativity, encourage employees to do new things, show the right dose of risk appetite, and present high risk intelligence to push ideas forward.

Innovation leaders are also experimentalists who can experiment with new things, alternative solutions, hypothesize interventions and iterate them till the right fit is made. They are able to identify key leverage points in which the nonproportional impact can be made to spread innovation. Even the innovation effort fails; they learn from it and grow to make better products or services in the future.

Resourcefulness: Innovative leadership is essentially anchored on the leader's overall multifaceted resourcefulness and multidimensional competencies to formulate creative alternatives or build unconventional solutions to resolve problems, to show versatility and flexibility in response to unpredictable or unanticipated circumstances.

We live in the era of information abundance, as an innovation leader, you need to be informative, but selective. Otherwise, it will drown you; you will lose your identity, and even be swallowed by the whirl of information. How skillfully digital leaders swim in the rough sea of information will decide their leadership effectiveness, innovativeness, and maturity.

With exponential growth of information and shortened knowledge lifecycle, even the top seasoned leaders admit there are known unknown and unknown unknown. Being resourceful provides one angle to show that you have the ability to learn, know how to learn and become learning agile. One day you will have new answers or complete answers to the questions that interest you or the problems you met before.

Inquisitiveness: The digital era upon us is the age of innovation. What keeps leaders successful is their intellectual curiosity and ability to continuously be open to learning and applying these learnings as they move forward. Their inquisitiveness makes them more open to ask the right questions, embrace the other point of view, be empathetic to understand others, and practice leadership without prejudice.

During the leadership interaction, disagreements will arise naturally. So, asking questions means you truly want to know the answers and there is a certain honesty about it, which propels you forward as an innovative leader to spark creativity.

The inquisitive leaders not only ask deep “why” to diagnose the root cause of problems but also ask the positive “why not,” “what if we do things in a new way,” or, “how can I make things better for the whole?” questions to spur creativity, and then follow the courageous routes these questions take you, be prepared to stumble on the way. Like a piece of art, the great question is beautiful and insightful, open and thought-provoking, brings multifaceted perspectives and connects the unusual dots to spark imagination.

Adaptability: Innovation leadership is being flexible enough to adapt to the situation and the players involved. It means doing unexpected or unconventional things to connect with the team, whatever it takes to get the job done, done well, and leave everyone feeling good about it.

Innovation leadership is similar to the situational leadership, in which the leader has flexibility and adaptability to use the wide range of leadership skills available to them and has self-awareness to know when and how to use and develop the skills of those that they lead.

In each business context, an innovation leader is always conscious of the changes needed to connect the past with the future. They have the willingness to take risks, break the rules, push the envelope, and go beyond what is expected, as well as deliver above and beyond the call of duty.

Interdisciplinarity: An innovative leader has transdisciplinary knowledge and cross-functional experiences to connect unconventional dots, promotes a healthy climate for innovation, inspires team members to create a portfolio of new ideas, concepts, and scenarios, and coaches team members on innovation management practices to achieve innovation success.

There are two important things that will be important in interdisciplinary innovation management. First, it is about gaining the necessary knowledge to understand and manage holistic digital ecosystems. Secondly, it is to understand how the people factor affects the business system, and then manage the complex system and the people of the complex system.

The interdisciplinary science can be applied to innovation management which involves engineering, design, principle, philosophy, psychology, social norms, and sociology. Innovation leaders can frame bigger thinking boxes and integrate multidisciplinary methodologies to manage innovation technically, scientifically and culturally.

Innovative leadership is in a strong demand to bridge cognitive gaps, amplify collective creativity, inspire the culture of learning, and accelerate digital transformation. More often, innovation leaders are innovators themselves, they are the ones who can both make plans and think out of the box; see things differently, do things in alternative ways and walk the talk to build a highly innovative organization.

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Innateviewviascoreboard

Effective scorecards are by nature, consciously and purposefully constructed.

A scorecard assesses the progress to strategic goals, provides the management a holistic view about the progress of business transformation by considering the impact on finances, customers, internal processes and employee satisfaction, Scoreboard is a strategic decision support system, and change steering instrument.

Scorecard provides a “balanced” view of tradeoff variables: A balanced scorecard is very useful to facilitate discussions and ensure decision-makers understand the various trade-offs and make the overall strategic balance. The characteristics of the balanced scorecard and its derivatives are the presentation of a mixture of financial and non-financial measures to evaluate value within a single concise report. It offers a way for a corporate management to gain a wider perspective on its strategic decisions by providing a balanced view of tradeoff variables.

Business management is both art and science. The scorecard contains a good mix of the outcome measure of long-term strategic value along with performance drivers to track the operational progress in the short term. The management needs to maintain the commitment if they really want to see their scorecard work well by considering, among other things, the overall strategic balance, dependencies, and constraints between components and overall risk exposure. The scorecard allows you to focus on the most critical issues, and put all things in context.

A balanced scorecard is very useful for facilitating discussions and setting priority. The management needs to validate the following - did you achieve the cost/benefits, were your scorecards accurate and did you achieve the expected contribution to strategy? A balanced scorecard with associated metrics drives appropriately weighted priorities and behaviors. A balanced scorecard is necessary to practice holistic performance management in a structural way, allowing the most effective initiatives to be planned for achieving corporate goals. It helps greatly with prioritization, allowing you to focus on the most important things and tailor the needs of varying business stakeholders.

Scorecards fail because they were designed in isolation, not taking into account corporate strategy, not identifying key stakeholders. A well-defined scoreboard helps to facilitate the strategic communications within the business executives, to highlight changes with standardization, coherence, and visualization of business improvement initiatives. At the executive level, it is a matter of leadership guidance to make sound judgments and steer the organization in the right direction.

The well-designed scoreboard as a steering instrument should motivate changes and innovative actions: The balanced scorecard enables the management to accurately judge the coming curves and obstacles to drive changes proactively. To unlock business performance, there's one crucial clarification in executive leadership: Are you intending to evaluate the capacity/potential to change or innovate. The key variable in actively using a Balanced Scorecard is always the attitude and culture of the organizations, the leadership traits of executives and decision makers.

If you can’t measure it, you can’t manage it, change is no exception. The balanced change scoreboard helps to keep track of process and capture the insight, evaluate the state-of-the-art change models to manage business transformation with tangible discipline, and design the change process to execute via metrics and standards. Through a well-designed Executive Scoreboard, business leaders can capture both quantitative hard numbers about cost savings and qualitative perspective of management health.

Effective scorecards are by nature, consciously and purposefully constructed. In building one, you develop a logical structure that helps everyone know what should be measured, what belongs on the scorecard and what does not belong. Scorecard will be determined by the components of the scorecard and how meaningful those components are to the successful implementation of the change. It’s a great tool to communicate, facilitate and evaluate.

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Innernimbleness

Nimbleness is about adaptability, flexibility, and resilience.

When we jump into the “VUCA” new normal –volatility, uncertainty, complexity, and ambiguity, the reality is that individuals or organizations that do not respond to external environmental changes will become irrelevant, 

Nimble professionals and companies are more adaptive, flexible, and resilient to push the boundaries of complexity that provides opportunities to grow and create value, as well as pull necessary resources together for building competitive advantage.

Adaptation: Adaptation as the ability for adapting to environmental change is an inherent characteristic of humans to survive. Self-adaptation is a phenomenon strictly linked to see learning and knowledge increase if shared and consumed. Cognitively, an adaptive mind can converge conscious thinking and unconscious or inner realm, think fast and think slow accordingly, and embrace alternative viewpoints empathetically. Practically, adaptive behavior is more coordinated, sharing knowledge, making conscious choices, working collaboratively with others to fit the changing environment effortlessly.

Adaptability can be developed via information fluency and learning agility. In fact, learning agility is the prerequisite to becoming self-adaptive. Without a growth mindset and updated knowledge, either the individual or the organization will get stuck and cannot adapt to the increasing pace of changes smoothly. Business leaders and professionals need to develop adaptability by negotiating win-win outcomes, increasing self-confidence and performance in others, making effective decisions without procrastination, and getting yourself and others into actions to fit the change circumstances timely.

Flexibility: Physically, flexibility refers to body movement capable of being bent, without breaking. Psychologically, being flexible is a cognitive ability to think alternatively, an intelligence to explore new possibilities and discover different ways to solve problems. To drive progressive changes in this complex world, we need different perspectives, different knowledge and different ways to solve a problem. A flexible mind loves choices, appreciates the diversity of thoughts as a fountain of creativity, enjoys making differences; feels comfortable to be unique and innovative.

Dynamic and changing cannot operate with inflexible minds and unchanging people. A flexible mind is not restricted to rigid processes, but able to loose up and explore different ways to do things. Flexible people demonstrate a variety of skills, be comfortable with ambiguity, identify common, yet flexible processes, and focus on outcomes. People with a flexible mind can work as a team more seamlessly and professionally. Sometimes there is no "one" answer: there are some, or many: That is why what is first of all needed is to think as a team via embracing the collective wisdom. Together, these flexible teams, with cognitive differences, extensive experience, are resolute, responsive, adaptive, able to speed up the decision-making process and discover alternative ways to solve problems effectively.

Resilience: Uncertainties are a common occurrence in any walk of our progress, and failure is part of success. Resilience is about bounce. It’s about regaining one's footing which could be bouncing back, forwards. Resilience is the ability to respond to change, recovering quickly from setbacks, as well as the capacity to respond to the unexpected in a way that increases gain or minimizes loss. Resilience is a property of an elastic component of a person, restructuring his/her life integrating the change in some way that works.

Being resilient indicates the person can undergo high dynamic stress and yet he/she is able to recover smoothly without much degradation. Resilience is the ability to respond to change proactively, and act courageously when facing difficulties. The ability of "putting things in perspective” can support the person to bounce back from disappointments and thus, will provide the bigger picture for the person to move on from adverse situations, recharge energy when the prevailing constraints of the dominant cultural ethos keep perpetuating silo thinking and outdated conventional wisdom. Resilient people can stay positive, focus, and be flexible to drive progressive changes constantly.

We live in the “VUCA” new normal with varying characteristics such as diversification, ambiguity, unpredictability, nonlinearity and increased flux. Nimbleness is about adaptability, flexibility, and resilience. The nimble individual or organization is complex enough to act intelligently; adaptable in the midst of adversity, threat and stress and flexible enough to solve problems alternatively and make changes promptly.

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Cognitive Fit

People are different, not because we look different, but because we think differently.

As civilization evolves, we have more information and greater opportunity to explore who we are and how to fit the purpose and make influences. Professional fitness is based on both how we think and what we do, and should be first defined as cognitive fit. 

The right mindset is of utmost quality for being a right fit because the power of the mind is the force to change the business or even the world for better, and then following with attitude fit and behavior fit.

The quality of our life is given via the quality of the thinking we have done: Thinking, in general, is about discovery for either understanding things or creating new things. The thought does not precede the thinker, the thinker precedes the thought. The right mind with multidimensional intelligence is the utmost quality for being the right fit because the power of the mind is the constructive and creative force to drive progressive changes.

The truth is that each of us is a 'complex blend of contrasts - positive and negative; intuitive and logical' with imperfect judgment. But people with cognitive fit can keep learning agile, proactively search for fresh knowledge, deep insight, bridge cognitive differences, and possess the right mind with knowledge, skills, abilities, and behaviors necessary to make better decisions and solve problems effectively.

The positive mentality is a crucial element for deciding the quality of thinking and keeping a cognitive fitting mindset: We get innumerable thoughts every moment, they pass consciously or unconsciously. We act based on these mixed flavors of thoughts. It would be difficult to be conscious all the time to keep choosing thoughts, but it’s the very thoughts that decide who we are. Positive thinking leads to good attitude and behaviors. Where we want to look for fit is in relation to the cognitive intelligence to speed up human progress. Fundamentally, positive thinking is the driving factor to lead progress either individually or collectively.

Usually, our minds are conditioned based on our own belief systems, education, and past experiences, etc. Choosing thoughts consciously would be arduous. The mindsets with a positive perspective are more open to others’ viewpoints, challenge conventional wisdom, and outdated beliefs, as we push the parameters of the norms of life. We are what we think about. The variety of thought makes the world diversified, innovative and sophisticated.

Creativity is a cognitive fitting ability to think out of the box and generate novel ideas: Creative thinking often imposes a higher cognitive load as we think “harder” and consciously uses different kinds of thought actions and thinking tools like association, perspective shifting, opposites etc. It takes practice, and practice more to build creative muscle and creative force drives transformative changes and improves human society.

Creativity is not lack of knowledge, but having interdisciplinary knowledge to connect cross-boundary dots for generating fresh ideas and discovering design patterns. Rapid absorption by the senses or high-speed thinking followed by slower deliberate thinking is proving to be highly effective at generating actionable insights and creativity. A cognitive fitting mind needs to sort out all great thoughts into innovative solutions to make life better for our species.

People are different, not because we look different, but because we think differently. People with cognitive fit are strategists, change agents, innovators, customer champions, having a desire to learn, grow and make progress with scalability. Deep thinking occurs when we look for internal understanding in order to find a way to contribute something of value, something greater than ourselves, something unique to make impact on our surrounding and global societies. Cognitive fit helps us unfold the future and lifts up humanity logically.

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Capability Refinement Cycle

Gain an in-depth understanding of what capabilities bring core professional advantage and invest accordingly in developing and sustaining valued competency.

With rapid change, frequent disruptions and fierce competition across the globe, capability development is an emerging discipline for professionals today to identify their raw talent, train skillset, build their unique capabilities which evolves and moves from the fundamental level to differentiated level between categories based on the professional talent, traits, drive, strength, skills, personality. 

Technically speaking, capability is different from talent or skill because it’s the ability to do certain things and solve certain problems. Thus, the capability maturity assessment is based on the scale and scope of problems you can solve, and the degree of impact you can make on your surroundings, organizations, or our society. The objective assessment of capability is important to design, build, and preserve core competency, for shaping the new breed of competitive, innovative and unique business leaders and professionals.

Linear capability: In industrial societies, we get educated and work at certain positions in different organizations and industries. Linear capabilities are usually based on the skills sharpened via training or years of experience, usually focusing on one specific discipline. The capability is not the same as certificate, major, skill, or experience, etc. But they are all crucial ingredients to develop your professional capability. Capability is also underpinned by more hard and soft factors such as talent, process, motivation, special training, etc. Although we shouldn’t judge the book by its cover; but more often than not, we need to make a judgement about professional capability maturity as now we live in a knowledge economy with fierce competitions. The basic capabilities to keep you surviving, “me too” type capability to get some work done. All high professionals need to continue sharpening their skillset and building their professional capability.

People all have some “raw or natural talent,” the things you have a strong feeling that you can do better than many others, even before training. In fact, people are different, with unique talent, some are artistically intuitive, some are linguistically intuitive, some are experimentally intuitive, etc. If your linear capabilities are based on your natural talent, there’s higher possibilities you can become more intuitive on what you do and deliver quality results consistently and effortlessly. It is up to the individual - talented or not, to decide whether to learn and to what extent he/she decides to learn and practice for building capability. You can also make continuous improvement and scale up linear capabilities incrementally to solve a similar set of problems and build your expertise and credibility as a specialist.

Integral capabilities: Due to the complexity of modern society with hyperconnectivity and interdisciplinarity, capabilities move from fixed to dynamic, transactional to transformational, linear to nonlinear to solve more complex problems or thorny issues effectively. Integral capabilities are the combined or recombined nonlinear capabilities which can make a bigger impact by solving significant organizational or societal problems fluently. The concept of “integral” often refers to mixing or synthesizing a few nonlinear capabilities that people deliberately develop at the flow of their life or career journey. The concept of "nonlinear" as a concept is representative of what we term emergent properties - sometimes we can control, sometimes, it just happens. Integral capability is often nonlinear and synthetic in nature, combining the modular capabilities exposed in a platform to create new experiences and expand its impact, embedding agility in processes and focusing on building long-term professionalism. An integral capability enables us to create something new out of something existing, reaching the new horizon out of an old vision and making professional transcendence for reaching the next level of talent discovery, interdisciplinarity and autonomy.

In practice, capabilities, especially at the integral level may include dependencies, one is part of another or depends on another. It’s important to gain insight into the condition and relationship or dependency of capabilities to improve capability coherence and maturity, and focus on building long-term professional competency. Therefore, to intentionally develop an integral professional capability, you need to identify the capability gaps by looking ahead - what’s your natural talent you have not tapped, which linear capabilities you already have, what’s your perception of the better version of yourself, etc. The scientific capability diagnosis helps ambitious professionals sufficiently aware of the "general condition" of the various capabilities to provide input into a qualitative capability assessment and development. and be proactively looking for opportunities to develop, improve, and build relevant capabilities; also compare your set of capabilities with competitors' to ensure that you are developing differentiated capabilities to gain professional advantage.

Core competency: A core competency is a harmonization of multiple capabilities with a focus, and in alignment with the purpose you need to fulfill and the goals you need to accomplish. To unleash professional potential and accelerate performance, dynamic core competency is the unique set of professional capabilities that differentiate top talented professionals from the masses because it implies learning plasticity, capability synthesis and innovativeness. Every professional has their own journey of growth either personally or professionally based on their own perception, talent, life experience, training, and refinement. Dynamic Capabilities are the strategic routines by which talented professionals achieve new resource configurations as markets emerge, collide, split, evolve, etc, continuing building their set of unique capabilities.

Visionary leaders and professionals with their unique set of core competencies can create the new landscape, shape their fresh views, and build their habitual ecosystem to thrive, and attract more people like them to practice innovative leadership and advance our shared world. A core competency is valuable, rare, and difficult to imitate. They are more complex in development, sophisticated to copy and faster to integrate. It cannot be transferred because of the degree of originality, learning, unique ingredients or well-built expertise that people go with. It involves a state of the mind often at the edge of things and being able to expand the boundaries of knowledge or conventional understanding to develop interdisciplinary expertise. To adapt to the high velocity and unprecedented uncertainty, it’s an imperative for high professionals to keep integrating the existing building blocks or recombine existing capabilities into the more sophisticated capabilities for solving complex problems and making high accomplishments.

It takes the immense amount of time and hard work that most "naturally talented" people have committed to developing their talents, build sophisticated professional capabilities. Gain an in-depth understanding of what capabilities bring core professional advantage and invest accordingly in developing and sustaining valued competency. Professional capabilities need to be measured in both quantitative and qualitative ways to improve their agility and maturity.

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Variety of Criteria

BoD’s efforts on setting criteria to assess ideas, investment, as well as decisions help the management optimize processes, build an intelligent workforce, update methodology and practices to improve business agility and performance.

The corporate board as one of the most important governance bodies of the company involves the alignment of interests among the stakeholders, take the oversight of assessment - gauging conditions and choices, setting and reviewing criteria to evaluate ideas, assess decision effectiveness, and the overall investment portfolio potential/performance, to direct management towards good outcomes consistently.

 

 

Decision criteria oversight: Businesses become over-complex, hyper-connected, extremely uncertain and ambiguous than ever, poor decision making at the strategic level sometimes cause varying serious issues from many perspectives. Thus, effective governance practices at the boardroom, such as decision oversight, including co-setting and reviewing decision-making criteria helps to improve decision competency of the corporation. There is fuzziness in the decision because there is fuzziness in conflicting criteria. The effectiveness of strategic decision making has to weigh in multiple factors and needs to search for profound business insight. Decision making becomes important and essential when there are multiple criteria; as in multi-objective optimization, and the decision changes according to which criteria have priority. Thus, board directors as decision assessors require a strong commitment to being knowledgeable, independent, and forward-thinking.

Improving decision quality is about reducing the uncertainties of the most variable elements; and estimates of future consequences of choosing various alternatives. The corporate board’s decision oversight verifies the integrity of the system prior to trusting decisions emanating from it, leverages variables and judges tradeoffs between choice criteria. Finding acceptable tradeoffs between these competing objectives; which at the very least is a sensitivity analysis of the optimization parameters. Improving decision cohesiveness at the varying layer of organizational hierarchy is about the boards setting good principles and recommending the right methodologies to enable different people to make information-based decisions effectively. Generally speaking, the corporate board’s decision oversight helps to optimize decision support processes and improve decision maturity of the organizations.

Idea evaluation criteria: Good idea evaluation is a critical part of successful new business development. The corporate board oversees the strategy, sets the priority to stay focused, identifies promising big ideas for investment that will accelerate bold change, and continues to adjust the strategy, to leverage growth potential. The BoDs can set good criteria for idea evaluation based on the clarified vision of their organization, the culture they would like to cultivate, as well as the new markets the companies intend to explore. The basic goal of idea evaluation should be to quickly and thoughtfully weed out potential projects that are not a good fit for your particular business, and then you can focus on the good and big enough ideas to make significant differences.

The idea evaluation questions at the boardroom may include: Who are potential customers? What’s the commercial feasibility of ideas such as business model, channel to marketplace, business case and value forecast, safety, environmental, and regulatory, competitive technologies, etc? What’s the technical feasibility? What’s the performance targets? Can you move ideas through their life cycle to achieve first to market? Etc. The constructive feedback to the above questions enables the leaders to set objective criteria to idea assessment. If all those feedbacks are optimistic with quality data support and bring great perspective on high return on investment, then, senior leadership can make more effective decisions to implement them. Businesses can create an environment that brings together the people from inside and outside the walls of the company in a collaborative way, the various "innovation activities" they perform, and the information that they need to accelerate idea implementation.

Investment portfolios evaluation criteria: Corporate boards oversee business strategies, and the strategy is implemented by a balanced portfolio of programs to deliver products, services, or solutions to customers. All business investments and meaningful business activities should strive to build tangible business capabilities to achieve ultimate business goals. There are both opportunities and risks for every investment. Boards should be long-term oriented, the perspective of a board must encompass the past, present, and future when assessing aggregate investments in terms of value, risk, and reward. Visibility into each investment is established to provide ongoing reliable investment information as well as enable understanding overall portfolio health and effectiveness.

The corporate board co-set or evaluate portfolio criteria in terms of value, risks, and reward from interdisciplinary len, by making insightful inquiries: Is the portfolio well reflect the vision of the top leadership team and capturing the emerging trends, and is it aligned with the strategic goal of the company from long term, intermediate, or short term perspective? Are they diversified? What is the relative health (risk, value, strategic importance) of each of the portfolios? What investments, or even portfolios, should we direct more assets to? What investments, or even portfolios, should be diminished? What, and where, are there resource or talent gaps? Can we achieve portfolio agility to anticipate and respond to changing market conditions? Can we  attract talent with entrepreneurial talent, technical skills, and business savvy? Can you leverage new or variations of existing processes and methods to

Effective governance practice should sustain the transformative change in business. So the BoDs need to review important capital allocation and monitor the important investment performance, and ensure the business is on the right track to reach well-defined business goals. Their efforts on setting criteria to assess ideas, investment, as well as decisions help the management optimize processes, build an intelligent workforce, update methodology and practices to improve business agility and performance.

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Variety of Solutions

For each problem that is worth the effort, we should ponder different value-added solution scenarios and walk through them from generalization to specification.

It is a continuously changing world and emergence is inherent in every venture of the business. Oftentimes, problem-solving has a very wide scope and takes an interdisciplinary approach that involves multifaceted disciplines and a multi-stepped process that includes both problem resolution and solution implementation. 

For every existing or emerging problem, we need to contemplate the varying causes behind it, as well as ponder solutions from multiple perspectives in order to solve it for achieving desired value.

Strategic solutions: Running a business is an iterative problem-solving continuum. The strategy is not about solving a single problem, but rather, a concerted solution to a multi-faceted strategic set of problems. Many problems today are complex and interdependent with interactive pieces and “conflict” goals. The problem is that often the top managers haven’t done enough to set the right priority and communicate the strategic goals thoroughly with employees. To deal with complex problems at the strategic level, business leaders need to check around: Which solutions represent the best business value in terms of achievement of the business strategy to bring up the great outcomes? What solution options are available that will meet the business need and which option is the best option from a strategic perspective to solve a multi-set of problems? Etc.

There are no unsolvable problems, but there are complex problems that are those you cannot solve with given resources, knowledge and capabilities. Strategic problem-solving usually takes time and planning, doing better prework - framing the real problems, defining alternative solutions, and setting the "success criteria," enabling consideration of the range of options. Risks and issues are associated with the solution, it’s important to project the strategic solution over a period of time and evaluate the practicality and outcome going beyond economic value or shareholder value, to include other forms of value.

Innovative solutions: Problem-solving is both art and science. If strategic problem-solving is to laser focus on things that really matter for the long term business perspective, then innovative solutions help the business explore hidden dimensions of growth, harness cross-boundary communication & collaboration, and cultivate the culture of creativity. Look for creative, cost-effective opportunities to develop cross-functional teams for solving problems alternatively; bring together people who would not typically have the opportunity to communicate in the day-to-day operations.

Synergy and creativity can be helpful drivers for shaping a solution-focused culture. The management needs to ponder: What is the “best or most innovative solution” for the businesses’ requirement, offering added value and feature insight based on structural understanding, that the business might not even have thought of. Learning and creative problem solving is a deliberate mental effort involving disabling some of the old “wirings,” and making new connections. In practice, use an out-of-the-box method to identify unconventional solutions, and compare it to conventional solutions from economical, innovative or people-centric lenses? Have an advisory committee review policy, procedure, and communication within the organization to ensure solutions are designed to not only solve certain problems, but also bring up additional value and shape innovative cultures.

Personalized solutions: The digital era upon us is about people, option, empathy, or simply put, "personalization." Put emphasis on people-centricity and deliver “no-nonsense” solutions to tailor customers’ special needs and improve their satisfaction. Point out that customer inquiries are not only support related, but can also foster better ways to solve problems. Focus on information refinement and adoption, understand customers at a deep level, so you can design and produce personalized solutions fitting their needs and achieve the multifaceted business value effectively.

Providing personalized solutions to customers has become the new normal to run a customer-centric organization. Personalization is the process of making a company's products and services extraordinarily relevant to the wants, needs or desires of customers - physically, spiritually or emotionally. It requires consistently digging deeper and having both strategic and tactical level customer experience and personalization metrics in place that keep a pulse on the inner workings of the business. Communicate extensively, understand who customers are and their preference, you gain their loyalty, and keep developing great solutions to meet their needs, even unlocking their potential and they become the advocate of your brand.

For each problem that is worth the effort, we should ponder different value-added solution scenarios and walk through them from generalization to specification. Thinking holistically about a problem requires being close to the problem, understanding context and intangible variables, digging into the root causes, designing solution models, analyzing cost and benefit, and paying enough attention to sequence and consequence, with the goal to improve organizational effectiveness and maturity.

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Relaxed Governance

Governance methods, techniques, structures, etc, would need to be defined properly and robust tools are nice to have to continue innovating and optimizing governance approaches to frame management and drive business transformation.

Business ineffectiveness is usually caused by the failure of effective governance, risk control, and compliance process. Given many organizations don't view governance as "decision-making optimization," their governance efforts usually devolve into time-consuming, costly, overbearing bureaucratic constructs. 

So the concept of relaxed governance discipline is to ensure your organization optimizes the "traditional" governance to which you refer, and then make the governance more flexible to drive changes, improve autonomy, determine how much risk you are willing to accept to make decisions faster and catalyze innovation. Relaxed governance is not about less discipline, but about improving intelligence, innovation, and automation into governance disciplines and practices for improving the organizational maturity.

Process-intelligent governance: Governance is a self-defined framework used by the business to judiciously authorize and manage business investments and resources to produce value in support of business goals and objectives at either strategic or tactical level. The governance can be “relaxed” to a certain degree if its processes are information-driven, less human touch, intelligent enough to identify or prevent potential issues, and steer the organization toward the right direction more effortlessly. Intelligent governance processes are the processes by which information is converted into intelligence, planning and direction, processing and analytics, dissemination and integration.

Governance is actually a collection of processes. Indeed, many of the elements of those various processes could be automated. The level of automation can play a role in selecting the right processes for improvement and improving governance intelligence. You cannot automate all aspects of GRC, however, you can and should automate all areas that don't require human intervention. You can “loose control” a bit if your people and business systems become more purposeful, self-disciplined and self managed to achieve their goals with less monitoring and supervising.

Relaxed governance is actually a great tool to facilitate innovation: Organizations are always struggling with balancing process and innovation. Sometimes, traditional governance restricts and even actively discourages innovation that is not based on the organization’s current capability. But without encouragement and support from the top, how can businesses continue building their differentiated competency to innovate and cultivate their new breed of innovators? Especially nowadays, a lot of innovation, especially breakthrough innovation, comes from the shop floor, people should dare to criticize conventional thinking and take innovative initiatives to solve problems that make differences to their organizational long-term growth. Besides supporting budget, regulation, safety or budget, effective GRC discipline needs to facilitate innovation and encourage transformative changes.

So Relaxed governance focuses on prioritization, value-adding, and change orchestration. It’s about less controlling, repurposing, realignment and integration, to bridge the multitude of gaps, breakdown bottlenecks, lubricate the rigid process with valuable feedback and flexible functions or structures. The goal is to achieve the state of dynamic balance - maximizing value via innovation, and minimizing risks via strong governance by weighing diverse variables and fitting business circumstances accordingly. By implementing relaxed governance, it could be argued that maximizing business value from prioritizing business objectives actually lessens a number of risks so the two are lock-stepped together.

Relaxed governance approach enhances autonomy: Although governance is about policy establishment or process enhancement, people are always the focal point. The people dimension of governance consists of strategic enrichment, empowerment, or enchantment. Governance and risk management are important but should be handled and prioritized in such a manner that improves business decision coherence at the different layers of the organizational hierarchy by providing clear and concise information to key decision-makers and improving accountability and their commitment to get work done.

Relaxed governance practices are inherent in the way without negatively impacting the working flexibility to deliver solutions on-value and on-time. It’s important to keep the end in mind, governance shouldn’t become the other layer of complexity for its own sake with outdated docs putting on the shelf, It needs to become more interactive, flexible, have a definite goal and exactly know the kind of problem they would like to solve for the business and once solved, employees win, customers win, and business win. Make everyone feel relaxed and fulfilled as well. We are what we continue to learn and do. Relaxed governance help people and their organizations become more meaningful and delightful.

People, process, technology, etc, are the critical components in building good governance, with different flavors to fit your business taste. Organizations become over-complex than ever, governance methods, techniques, structures, etc, would need to be defined properly and robust tools are nice to have to continue innovating and optimizing governance approaches to frame management and drive business transformation.

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Insight

Insight is one's experience and exploration process, and introspection.

Insight is being able to identify the root cause of a problem or the core issues of a situation which leads to understanding and resolution, or the ability to know people deeply. With today’s digital new normal - velocity, complexity, uncertainty, and ambiguity, being insightful of either problem you intend to solve or the people you try to get to know have become an important quality for digital leaders and professionals.




Profound understanding: Being insightful is the ability to see through things, either from the broader lens or deeper perspective. Pre-conceptual assumptions or cognitive biases are often due to a lack of deeper understanding or logical reasoning. With abundant information today, in-depth understanding requires a person's ability to grasp or comprehend information and keep updating their knowledge.

The most important capability of the cognitive mind is the willingness and ability to seek out, acknowledge, and address our ignorance and the assumptions we make to minimize it. How deep your understanding is based on the mindset, logic, lenses, philosophy, methodology you leverage to interpret things. Being insightful is both the capability and the attitude, it implies that you need to keep learning, become more informative, and refine your knowledge into precious insight to understand things profoundly.

Context intelligence: Context aids us in understanding what’s relevant and what’s not, and helps us make more logical “assumptions,” discover interconnectivity and interdependence, and gain the insight of the decision you need to make or the problem you intend to solve. 'Seeing' the context you are 'part' of, allows us to identify the leverage points of the system and then choose the decisive factors, in the attempt to achieve the set purpose.

To gain collective insight, it’s important to harness the different experiences, perspectives, and ideas of people, look at the wider aspect around any problem, and dig deeper to understand the effect of imposing boundaries within that space in order to solve problems radically. In the business setting, context intelligence is about understanding the whole meaning of functional dialects and business cultures in order to improve communication effectiveness and management fluency.

Introspection: Being insightful is also the ability to scrutinize yourself - learn yourself deeply in order to become the better version of yourself. So being introspective is a critical trait of becoming an insightful leader or professional. Introspection is the ability to look at yourself. Awareness is the light that makes this process easy and smooth.

Introspection is nothing but "self analysis." Introspection helps to cut through the mind-control-layers inside your head, listening with the heart, and bypassing subconscious limitations sure helps! As one practices introspection, one can analyze what are the negative thoughts that stunt our evolution and take remedial measures. If you do introspection regularly and try to check on negative mindset, attitude, behavior, and then in due course, the negative thoughts start reducing and a time will come when they will almost eliminate.

Being insightful is a state of mind for continuous learning, observing, reasoning, and evaluating. Insight takes both creativity and reasoning, intuition and logic, the power of acute observation and deduction, questioning, connection, penetration, discernment, and perception.

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