Tuesday, April 2, 2019

Five Perspectives of Building People-Centric Organization

Digital is the age of people and options, it provides the opportunity to think about the new way to do things, engage employees, and delight customers. 

Digital organizations are all about information savvy, adaptation, people-centricity, high-performance, and speed. Hyper-connectivity enhances people-centricity. Being people-centric is a transcendent digital trait and the core of the corporate strategy in today’s digital organizations. One of the key determinants of whether an organization can move to the digital new normal is how well it can delight customers and truly understand their people to run a people-centric digital organization. Here are five perspectives on building a people-centric organization.

Persuasion: Persuasion is a leadership quality and an important communication skill to sell either vision or new ideas. To improve the success rate of strategy management and drive a smooth digital transformation, persuasion is an important step to get stakeholders’ buy-in. 'Persuasion' is related to the form of reasoning - the form of selectivity in the presentation of information; making a proposal to accept or do something by pointing out that doing so will have a consequence that also should be aimed for. To be people-centric, it’s important to understand that people are not only rational being, but also emotional. Conflicts and beliefs are not just “rational,” but also embedded in their feelings and emotions as well. Thus, persuasion can be made with Systems Thinking, broaden the horizon to convey a clear vision, help people visualize the big picture about changes, engage and participate. Through communication, involvement, and collaboration, stakeholders can make a commitment, in this manner, they are persuaded to accept changes. That is a logical way you go through the system-based changes such as digital transformation.

Collaboration: As hyperconnectivity is the very nature of the digital organization, cross-silo collaboration is crucial to build and sustain a dynamic workplace in which collaboration happens in that space between people in relationships receptively and thoughtfully interacting with interest and care for one another’s needs and activities. The least effective culture at fostering a digital workplace is traditional command and control environments. The most effective digital workplace is in which sharing and collaboration are the norms, understand, and recognize that everyone plays a “piece of the pie,” inspire teamwork and collaboration which are the route towards building a people-centric organization. Collaboration becomes a whole lot easier if we give people the time to hear what they have to say without constant distractions or unhealthy competitions. People are encouraged to break down silos, seek out help, brainstorm fresh ideas, and co-solve existing or emerging business problems. Create a context in which people can collaborate and they are empowered, respected, and make collective decisions, that is the essence of the people-centric business.

Diversification: All ambitious businesses strive to unlock their business innovation and unleash their full digital potential by enforcing diversification and collaboration. Today’s digital workforce is multigenerational and multicultural, often works with diverse devices in multiple locations. Diversity is a facilitator for merging significant building blocks of new and existing ideas and concepts. It is important for nurturing a creative team which includes people who do not have the same view of the small part of the world that the team is dealing with so that they can pay off each other. Thus, it’s important to embrace cognitive differences, diverse expertise, and experience for building highly innovative teams with coherent diversification. In practice, the emerging digital platforms and collaboration tools make it possible to expand the talent pool and discover talented people based on their expertise and digital influence. Diversification is an excellent engine for creativity, although it doesn’t mean that is the only success factor to spur innovation.

Motivation: Motivation has two elements of the “push and pull” factor. Motivation is at the ground level and immediate. It can be either the carrot or the stick. Great leaders don’t lead by fear but rather by respect. Because fear might be an effective motivator but only for the short run. Inwardly, motivation can come and go just as easy - if it is not the heart desire, a true passion, or an authentic expression. Motivation is to drive action and it takes incentives. A motivational leader is a means toward reconciling all different factors to get people moving toward the right direction and achieving unifying goals. People explore where their energy is, so it’s important to align the energy with the work at hand. Motivation is the "cognitive momentum" that comes from consistently applying the habits congruent with the achievement of the goal. It could be also important to leverage behavioral principles to understand how to motivate effectively. Leading by example is one of the most effective methods of motivation, whether it is a personal drive to succeed, to make a difference, or help others to be successful.

Harmonization: Every organization is at a different level of business maturity, has its own struggles and conflicts. What’s “best” yesterday will not always be the best tomorrow. Thus, they have to keep developing their best and next practices, maintain and fix any imbalance in key business elements such as people, process, and technology, update structures, methodologies, and cultures. to achieve high maturity of the business through integration, collaboration, and harmony. Digital platforms enabled by emerging technologies, efficient apps, and tools, help to lubricate processes, flatten business hierarchies, streamline information and ideas flow smoothly, improve communication and collaboration, and harmonize the business culture, to ensure that the organization does not only 'earn enough from today,' but 'thrive in the future.’' The high mature organization with balance and harmony will outperform its competitors and tend to be more responsive to the business dynamic.

Digital is the age of people and options, it provides the opportunity to think about the new way to do things, engage employees, and delight customers. Digital organizations need to keep evolving, renewing, and achieving the state of flow and business continuum. The purpose is to build an intensive and effective working environment enabling the organization to get all the right people with the right capabilities in the right position to solve the right problems from right angles all at once, to achieve high performance and unleash high potential.


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