Digital organizations are dynamic and hyperconnected, with business attributes such as responsiveness, engagement, adaptability, flexibility, innovativeness, and resilience, etc.
We slowly, but steadily move to the era with an abundance of knowledge, endless information, and abundance of ideas. Digital organizations today increasingly exhibit sophisticated characteristics such as hyperconnectivity, nonlinearity, interdependence, etc, in various shades, extensiveness, and intensity. There are competitions, conflicts, and controversies all over the places, which bring both opportunities and risks, unique scenes and hidden pitfalls. Digital dynamism doesn’t just mean volatility or uncertainty. With effective leadership and masterful design and orchestration, digital organizations can be operated as high-performance and high mature business catalyzed by diversification, versatility, and intelligence. It’s important to create a business context in which people are empowered and respected to create the business synergy that is the essence of the business harmonization.
Harmonizing working relationships: Many organizations are slowly but steadily moving from an overly rigid organizational hierarchy to a more flexible and flatter structure. Gone are the days where organizations can dictate the parameters of the working relationship via top-down command and control style. Management has become an art out of necessity to address the current business relationship between the employee and organization by working as high performing and creative teams, having a common understanding of business strategy, clarifying both internal and external beliefs around how the business is a movement for the business enablement and improvement, and giving everyone a voice in how the organization and the people in it can prosper and thrive. Create a harmonized working environment by communicating smoothly to make collective decisions and taking a collaboration road to achieve strategic goals and make continuous deliveries. Further, The dynamic path of going digital should provide a holistic business management view, allow for the review of workplace design, decision-making structure tuning, and talent performance management improvement. The design of a digital organization will have a significant impact on how to enforce cross-functional communication and collaboration in order to reach a state of harmony.
Harmonizing organizational processes and speed: Business transformation often means you need to fine-tune the underlying organizational structures, optimize organizational processes and adjust business speed to streamline information flow, idea flow, and business flow. If the strategic intent of organizational design can be understood across the organization, the business strategic alignment process could become an analytical “e-harmony” process in which the actual configuration of organizational strategy is a consequence of design and implementation. In reality, many organizations today are operated between the mix of old and new; different departments or divisions within the company are run at varying speed. Plus, there’s a pendulum swinging between people and process, engagement and efficiency; innovation and standardization, etc, the business frictions seem to be inevitable. To improve organizational responsiveness and performance, the digital platforms enabled by emerging technologies, efficient communication & collaboration apps or tools can help to lubricate business processes, flatten organizational hierarchies, and keep the business harmonized to reach the next level of organizational maturity.
Digital organizations are dynamic and hyperconnected, with business attributes such as responsiveness, engagement, adaptability, flexibility, innovativeness, and resilience, etc. They have to adapt to the continuous changes and frequent disruptions and are able to reconfigure the organizational structure and change their own behaviors for their adaptation to environmental changes and ecosystem dynamics to achieve business harmony.
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