Flexible organizations are able to "navigate" changes and the complexity of the present business world via creative problem-solving and innovation practices.
From one generation to the next, the substance of leadership does not change, it’s about future, change, and influence. However, digital leadership trends will continue to emerge. Here is a set of featured blogs to dig into the “keywords” of the 21st century to brainstorming the future of digital leadership and business transformation.
Flexibility
Building a Digital Organization with Strategic Flexibility With rapid changes and fierce competitions, forward-thinking organizations today aim to move into a more advanced stage of digital deployment by tailoring their own unique strength and business maturity. Running a digital organization means high-responsiveness, high-performance, and high-innovativeness. Because the ways of doing business and meeting customer expectations both tend to be more adaptable than the siloed industrial age. The reality is that organizations that do not respond to external environmental changes will quickly outcompete as nimbler and more adaptable companies catch up and take their customers. How to build a digital organization with strategic flexibility?
Flexible Problem-Solving Fundamentally, every work is to deal with problems big or small both from long-term perspectives or on a daily basis. Problems become more complex in today’s changing dynamic and "VUCA" digital new normal. Problem-solving is a critical skill for both life and the business. There is no magic formula for problem-solving nowadays, individuals or businesses must take their own unique approach, be flexible, be learning agile, and develop their own problem-solving methodologies and practices.
A Flexible Organization Digital is the age of choices; just like consumers have more options to shop via multi-channel platforms; organizations also have more opportunities (and risks as well) in scaling or innovating their businesses. Today, the "flexible organizations" are on the digital way, those companies, are able to "navigate" the change and the complexity of the present business world via creative problem-solving and next innovation practices. Organizational flexibility is essential for business success.
Three Questions to Assess a Person’s Flexibility? Digital organizations today are hyperconnected and over-complex, with well-mixed physical workplace and virtual team setting; multicultural, multi-generational, and multi-devicing workforce. The organization of the future is a business designed openly for anyone with ideas on how human organizations ought to be contrived in the face of the strategic imperatives of the 21st century. The work is not the place you go, but a live organization and an experiment lab you can connect the future dots. Thus, flexibility has emerged as one of the important characteristics of both digital leaders and professionals. But how to assess a person’s flexibility via questioning?
Agility vs. Flexibility “Agility does not mean laissez-faire, the flexibility and freedom are based on the well-defined principles. Agility is the ability of a business to adapt rapidly and cost efficiently in response to changes in the business environment. Agile provides greater flexibility and it requires great discipline especially at the team member level. Great power comes with great reasonability.
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