Achieving people-centricity and reinventing business to get digital ready is an evolutionary journey which requires much more time, energy, passion, courage, experimentation, retreat, and reflection.
Lifting the organizational maturity holistically means the company needs to embrace diverse perspectives, integrate its interdependencies, take multifaceted management disciplines to breakdown silos, improve organizational maturity.
Interdisciplinary perspectives: We live in such a complex world with all sorts of old and new, physical and virtual, order and chaos. Multi-dimension and complexity are two key factors in the intrigues of large business problems. Until the underlying problem is addressed, the symptom will continue to return. It's important to spark creativity and encourage critical thinking to embrace different perspectives and foresee the future interdisciplinarily.
You don’t need to agree completely with the other side's viewpoint, but you can always gain empathy, insight, and a new perspective to see things from the other angle in order to diagnose the real issue and solve it effectively. It is important to take a holistic approach to solve real problems. High mature leaders and professionals have the ability to make arguments for opening a new perspective; initiate debating for embracing even the opposite point of view; bring the long-term perspective, creative perspective or multidimensional perspectives to improve problem-solving maturity.
Cross-boundary relationships: Hyper-connectivity and interdependence are the very characteristics of digital organization. People management has become an art out of necessity to address a variety of business relationships between the employee and the organization, such as cross-functional relationships, vendor relationships, customer relationships, and other important shareholder relationships, etc. Also, there is multidimensional shareholders’ value the business management needs to achieve for reaching the next level of organizational maturity.
Now the workplace is not the place we go, but the tasks we accomplish, silos need to be broken down and across-boundary communication and collaboration are the new normal. The employee has taken more responsibility for determining the parameters of the working relationship. Trustful relationships are the foundation of open culture. Without good business relationships, every decision becomes an argument. The deeper the trust - the more valuable the relationship.
Interdisciplinary people management: The digital era upon us is about people, choice, innovation. All animate and inanimate objects are connected to an integrated source, and they influence human consciousness. Whatever we sense as a human being, it’s an organic system, there is a methodology behind that; see it, sense it, get it processed in the brain and react. The human being needs to be enthused to participate and achieve goals courageously. People are often the cause or effect of problems-solving, Thus, studying social phenomena through qualitative means to create meaning, analyzing human factors in cause-effect of problem-solving,
Humans are a complex asset and invaluable capital, you need to understand them as a whole person, not just the pieces of data or resources. Great organizations are supposed to maximize the individual and the group's potential. People are the weakest link to craft a good strategy and execute strategy effectively. From a management perspective, the part of building a people-centric business is to deliver holistic people management solutions by integrating strategy management, talent management, performance management, culture management, information management, change management into a holistic people management approach for unleashing collective potential.
Digital transformation is a long journey. It does take the hard digital process of digitizing every touchpoint to improve people centricity, but also involve soft factors such as digital leadership and culture shift. Achieving people-centricity and reinventing business to get digital ready is an evolutionary journey which requires much more time, energy, passion, courage, experimentation, retreat, and reflection.
You don’t need to agree completely with the other side's viewpoint, but you can always gain empathy, insight, and a new perspective to see things from the other angle in order to diagnose the real issue and solve it effectively. It is important to take a holistic approach to solve real problems. High mature leaders and professionals have the ability to make arguments for opening a new perspective; initiate debating for embracing even the opposite point of view; bring the long-term perspective, creative perspective or multidimensional perspectives to improve problem-solving maturity.
Cross-boundary relationships: Hyper-connectivity and interdependence are the very characteristics of digital organization. People management has become an art out of necessity to address a variety of business relationships between the employee and the organization, such as cross-functional relationships, vendor relationships, customer relationships, and other important shareholder relationships, etc. Also, there is multidimensional shareholders’ value the business management needs to achieve for reaching the next level of organizational maturity.
Now the workplace is not the place we go, but the tasks we accomplish, silos need to be broken down and across-boundary communication and collaboration are the new normal. The employee has taken more responsibility for determining the parameters of the working relationship. Trustful relationships are the foundation of open culture. Without good business relationships, every decision becomes an argument. The deeper the trust - the more valuable the relationship.
Humans are a complex asset and invaluable capital, you need to understand them as a whole person, not just the pieces of data or resources. Great organizations are supposed to maximize the individual and the group's potential. People are the weakest link to craft a good strategy and execute strategy effectively. From a management perspective, the part of building a people-centric business is to deliver holistic people management solutions by integrating strategy management, talent management, performance management, culture management, information management, change management into a holistic people management approach for unleashing collective potential.
Digital transformation is a long journey. It does take the hard digital process of digitizing every touchpoint to improve people centricity, but also involve soft factors such as digital leadership and culture shift. Achieving people-centricity and reinventing business to get digital ready is an evolutionary journey which requires much more time, energy, passion, courage, experimentation, retreat, and reflection.
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