Due to “VUCA” reality, instead of out-of-date disjointed top-down management paradigms, what is needed today is out of box thinking, strong front-end decision making and a large dash of 'freedom to manage, and innovative problem-solving.
The progress is made by indicating that business leaders must learn how to strike a balance between managing complex issues today and predicting the uncertain issues of tomorrow, to improve overall business agility and maturity.
“Disruption” and “stimulation”: Abundance of information, fierce competition, and frequent disruptions, over-complexity are the new normal, it’s critical for organizations to break down silo, dare to voyage into the deep, deep digital new normal by building a cognitively open, hyper-connected, and intra-active ecological system in which there is a set of interrelated and interdependent things that collaborate with each other for achieving common purpose. In order to keep information flowing cross the boundaries and generate create energy, “disruption” and “stimulation” makes sense, taking into consideration that many businesses do not seem to be satisfied with the current circumstances because there are not enough innovations happening in the businesses to disrupt outdated mindsets, management systems, processes, cultures, business models, or practices.
Leadership is about direction and change. Dare to make creative disruption for awakening digital consciousness of business purpose, innovation, autonomy, make a seamless transformation from a traditional company with overly restricted hierarchy to an innovative organization in which people are encouraged to learn, grow, and share all the times, rejuvenate business model in a structural way and develop people empathetically. Don’t over-categorize, more often than not, you need to re-categorize or reclassify knowledge, talent, capabilities, to bring a more insightful perspective on how to run a high performance organization. Business management needs to break down silos, update their “divide and conquer” methodologies that cause silo mentality or unhealthy competitions, and take a holistic, integral, and iterative approach to go digital effortlessly.
Listening & telling: Traditional organizational management practices “command & control” discipline that make the organization disconnect from the changing environment, less agile to the dynamic business ecosystem. It’s important to listen to both the “Naysayers” and “Yaysayers” when it comes to deep and far-reaching change and encourage innovation. Naysayers or skeptics have an invaluable point of view about the change that needs to be listened to and considered. Gaining a deep understanding of people means listening to their stories with empathy, truly knowing who they are, how they think, what's strength, not based on their physical identity, but seeing through their character, strength, thought process, learning habit, personality. Encourage naysayers to think constructively and become change agents to inspire and share their success stories.
Communication is probably the world’s biggest problem as many listen to respond and not to think profoundly beforehand. Effective communication is two-way street, from top-down and bottom-up. Listening to the priorities of senior executives of the company. The biggest communication mistake is to assume it has occurred. The best way to improve communications is to stop talking and listen. The communication has occurred when the message is received and understood. In many traditional organizations, people feel unsafe to express themselves or try to imitate others but lose their own identity. Organizations should cultivate the culture of authenticity. It is important to try to find ways to make people feel involved in open-ended communication, ask insightful questions and embrace fresh perspectives in shaping the change effort to increase business success.
Compete and compliment: High-performance organizations encourage healthy competition, cross-functional collaboration, build competent teams with complimentary mindset, talent and skills. However, unprofessional competition causes serious problems and negative societal impact. It is the energy behind the competition that matters. When the team laser focuses on problem-solving and solving strategic goals of the company, they compete professionally and complement seamlessly, towards the attainment of the shared goals and that creates a conducive environment for unleashing collective potential and allowing collective capability to flourish.
Healthy competition is innovation-intensive and progress-driven. If we have two or more ideas, we have competition because of those ideas. Without competition, there would be no premium choices and intellectual stimulation. Collaboration is another pillar for innovation management and a prerequisite to implement a corporate strategy. It is about aligning people, process and technology and managing them holistically to achieve certain values. The management needs to compete and compliment accordingly, brainstorm ideas, turn around the tough situations skillfully, assign their talent, resources and time carefully to solve problems that really matter radically.
Due to “VUCA” reality, instead of out-of-date disjointed top-down management paradigms, what is needed today is out of box thinking, strong front-end decision making and a large dash of 'freedom to manage, and innovative problem-solving. The achievement's probability can be increased if the strategic management system is built and used according to the correct and complete framework, people are inspired to discover who they are, processes get optimized structurally and business competency are built or integrated dynamically.
“Disruption” and “stimulation”: Abundance of information, fierce competition, and frequent disruptions, over-complexity are the new normal, it’s critical for organizations to break down silo, dare to voyage into the deep, deep digital new normal by building a cognitively open, hyper-connected, and intra-active ecological system in which there is a set of interrelated and interdependent things that collaborate with each other for achieving common purpose. In order to keep information flowing cross the boundaries and generate create energy, “disruption” and “stimulation” makes sense, taking into consideration that many businesses do not seem to be satisfied with the current circumstances because there are not enough innovations happening in the businesses to disrupt outdated mindsets, management systems, processes, cultures, business models, or practices.
Leadership is about direction and change. Dare to make creative disruption for awakening digital consciousness of business purpose, innovation, autonomy, make a seamless transformation from a traditional company with overly restricted hierarchy to an innovative organization in which people are encouraged to learn, grow, and share all the times, rejuvenate business model in a structural way and develop people empathetically. Don’t over-categorize, more often than not, you need to re-categorize or reclassify knowledge, talent, capabilities, to bring a more insightful perspective on how to run a high performance organization. Business management needs to break down silos, update their “divide and conquer” methodologies that cause silo mentality or unhealthy competitions, and take a holistic, integral, and iterative approach to go digital effortlessly.
Communication is probably the world’s biggest problem as many listen to respond and not to think profoundly beforehand. Effective communication is two-way street, from top-down and bottom-up. Listening to the priorities of senior executives of the company. The biggest communication mistake is to assume it has occurred. The best way to improve communications is to stop talking and listen. The communication has occurred when the message is received and understood. In many traditional organizations, people feel unsafe to express themselves or try to imitate others but lose their own identity. Organizations should cultivate the culture of authenticity. It is important to try to find ways to make people feel involved in open-ended communication, ask insightful questions and embrace fresh perspectives in shaping the change effort to increase business success.
Compete and compliment: High-performance organizations encourage healthy competition, cross-functional collaboration, build competent teams with complimentary mindset, talent and skills. However, unprofessional competition causes serious problems and negative societal impact. It is the energy behind the competition that matters. When the team laser focuses on problem-solving and solving strategic goals of the company, they compete professionally and complement seamlessly, towards the attainment of the shared goals and that creates a conducive environment for unleashing collective potential and allowing collective capability to flourish.
Healthy competition is innovation-intensive and progress-driven. If we have two or more ideas, we have competition because of those ideas. Without competition, there would be no premium choices and intellectual stimulation. Collaboration is another pillar for innovation management and a prerequisite to implement a corporate strategy. It is about aligning people, process and technology and managing them holistically to achieve certain values. The management needs to compete and compliment accordingly, brainstorm ideas, turn around the tough situations skillfully, assign their talent, resources and time carefully to solve problems that really matter radically.
Due to “VUCA” reality, instead of out-of-date disjointed top-down management paradigms, what is needed today is out of box thinking, strong front-end decision making and a large dash of 'freedom to manage, and innovative problem-solving. The achievement's probability can be increased if the strategic management system is built and used according to the correct and complete framework, people are inspired to discover who they are, processes get optimized structurally and business competency are built or integrated dynamically.
1 comments:
Thanks for sharing a informative blog.
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