Inclusion catalyzes innovation, unification accelerates progressive changes.
Gone are the days where organizations can dictate the parameters of the working relationship via top-down, businesses today need to make shifts from static to dynamic; inside-out to outside-in people-centric. Unify people’s differences, enforce trust, transparency, respect, ensure the business ecosystem is able to communicate, negotiate, reciprocate, and cooperate to harness change and lead transformative changes.
Unify common understanding: Transformative change starts at the mindset level. Mindsets held by one or more people are a set of perceptions, assumptions, experiences, etc, that are leveraged as reasons to do things. Often it’s important to practice critical thinking and adjust the mindset in order to show the benefits of having a common understanding that change needs to be made and problems should be solved. If there is not a common understanding, change would get stuck, it cannot sustain its effect.
Unify common understanding: Transformative change starts at the mindset level. Mindsets held by one or more people are a set of perceptions, assumptions, experiences, etc, that are leveraged as reasons to do things. Often it’s important to practice critical thinking and adjust the mindset in order to show the benefits of having a common understanding that change needs to be made and problems should be solved. If there is not a common understanding, change would get stuck, it cannot sustain its effect.
Common understanding can be at many levels and it has to be explained from many perspectives. From surface interesting facts understanding to deeper cause-effect reasoning, it's the deeper ones that change the mindset. Even if people disagree, they really ought to understand why and what they are disagreeing with. Then the management can embrace different opinions and unify the diverse viewpoint, set common rules to guide change step-wisely. Leadership is required to gain commitment and engagement, rather than just compliance with work tasks. It is required to ensure endurance, a persistence that mere authority can’t generate.
Unify values & expectations: Change is never for its own sake, but to solve problems large or small for generating multifaceted value. However, in the global society, there are conflicts between individual value and organizational value; local value and global value. There's value perception difference in a variety of geographical locations, cultures or religions. Thus, change leaders need to convey the very purpose to change value propositions clearly. What can be done to alleviate core problems, or proactively solve them effectively. It’s important to unify the criteria to assess change and measure change outcome smoothly.
In reality, there are discrepant criteria on value proposition; even though people like to think they use objective information and explicit criteria for change, in many cases, they find out later there were unrecognized issues, hidden criteria, and lack of objective facts. The management needs to unify the value and clarify the expectations of change: What would you think the progress is, what needs to be changed, how to manage changes, how to assess change performance in value generation. They need to understand the value of harnessing the differences and proactively build inclusive teams and organizations. The whole value chain needs to be continually realigned, engaged, improved so customers and stakeholders get their fair share to make change happen and reap the benefit from it.
Unify differences and take collaborative efforts to co-solve common problems: We live in a hyper-diverse world, diversity is the source for innovation. Be alert though, diversity can create a lot of confusion and conflict if people cannot communicate effectively and are not well prepared for it; or if the leaders are unaware of how to embrace inclusion and manage diversity seamlessly. Business leaders today must be able to foster a workplace that thrives on cross-functional social interaction and collaboration in building business competency. Conflict should lead to open communication, stimulate healthy debates, and lead to the company scope of collaboration and unification.
The era of face-to-face, hierarchical management, and top-down communication, is beginning to change; cross-boundary communication and cross-disciplinary collaboration becomes a whole lot easier and real-time if you start to leverage powerful technology tools to make formerly invisible patterns of social interaction more visible, enable business leaders and professionals to look at the wider aspects around problem space, involve the creation of interactive multi-channel sharing processes to generate awareness about the problems in order to solve them collaboratively.
Inclusion catalyzes innovation, unification accelerates progressive changes. It’s critical to unify the varying viewpoints, variety of information, and diverse cultures to gain a holistic understanding of issues and problems facing us. Collaboration, teamwork, and unity bring complementary strength, harness cross-boundary collaboration through iterative communications, robust processes, and efficient technological tools, to solve problems and amplify collective human potential effectively.
In reality, there are discrepant criteria on value proposition; even though people like to think they use objective information and explicit criteria for change, in many cases, they find out later there were unrecognized issues, hidden criteria, and lack of objective facts. The management needs to unify the value and clarify the expectations of change: What would you think the progress is, what needs to be changed, how to manage changes, how to assess change performance in value generation. They need to understand the value of harnessing the differences and proactively build inclusive teams and organizations. The whole value chain needs to be continually realigned, engaged, improved so customers and stakeholders get their fair share to make change happen and reap the benefit from it.
The era of face-to-face, hierarchical management, and top-down communication, is beginning to change; cross-boundary communication and cross-disciplinary collaboration becomes a whole lot easier and real-time if you start to leverage powerful technology tools to make formerly invisible patterns of social interaction more visible, enable business leaders and professionals to look at the wider aspects around problem space, involve the creation of interactive multi-channel sharing processes to generate awareness about the problems in order to solve them collaboratively.
Inclusion catalyzes innovation, unification accelerates progressive changes. It’s critical to unify the varying viewpoints, variety of information, and diverse cultures to gain a holistic understanding of issues and problems facing us. Collaboration, teamwork, and unity bring complementary strength, harness cross-boundary collaboration through iterative communications, robust processes, and efficient technological tools, to solve problems and amplify collective human potential effectively.
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