Change is worth its weight because of its high impact on the business’s long-term prosperity.
In reality though, there is a struggle between: siloism vs. togetherness, stagnation vs. growth, convention vs. innovation. In order to make radical change, you have to transform the company’s underlying functions, build robust business capabilities, cultivate a great culture, for leading change successfully and ensuring long term business prosperity.
Unify silos to bridge gaps: The industrial organization with a silo functional setting helps to achieve a certain level of efficiency. However, it generates gaps, creates barriers that surface between departments, causing people who are supposed to be on the same team to work against each other. Individually, silos might make you feel isolated and “powerful,” but they form a very insecure basis for the ego. So digging into the root causes, silos are not a structural issue, they are the result of poor thinking; lack of strategic thinking, holistic thinking, system thinking, etc, further enlarging communication, collaboration, and motivational gaps. It builds the wall in people’s minds and sets barriers to organizational strategy management. To deal with today’s complex problems and overcome challenges, individual work and group work cannot be done without horizontal unification and vertical penetration. Great organizations are supposed to maximize individual, team, business system potential. Cross-functional brainstorming and collaboration unify differences, unlock collective performance.
Accelerate growth by overcoming stagnation: When the business gets stuck, it usually shows the dysfunctional symptoms such as unresponsiveness, unproductivity, rigidity, inflexibility, disengagement; fragility, culture inertia, outdated system, etc. Ad hoc change is doomed to fail, so the management needs to ponder around: Is stability the same as stagnation? How to drive incremental change in a stepwise manner? When resource management becomes a bottleneck, or culture is inflexible, people are used to following overly restrictive procedures, they become unproductive, and businesses get stuck. If you need to transform the business upto the next growth cycle, the management needs to take a holistic view, discover and fix the root causes of stagnation in order to accelerate growth.
To deal with continuous disruptions and lead strategic changes, a growth mindset is in strong demand to ride learning curves and make the progressive movement. Business professionals with a growth mind today can build an enriched professional portfolio by reinventing themselves, continuously building new skills and competency. It takes practice to build a competitive team which is composed of many self-motivated people who can adopt a personal drive to achieve high performance in a changing context. Corporate leaders with a growth mindset are audacious, adaptive, inspirational to step out of their own comfort zone, both self-motivated and can motivate people moving into growth trajectory, walk the talk and lead changes confidently.
Catalyze innovation by breaking through convention: Traditional organizations often have conventional pyramidical settings, conventional culture and conventional “command & control” management discipline to keep the lights on, but do very little to innovation. They might become irrelevant for the long run. In fact, the digital era is about innovation, if you are not different and move forward, you are already lagging. It's important to break down innovation obstacles, look into an unknown future, strike the right balance of order and chaos, creativity and standardization, management and governance, etc, to improve innovation excellence.
There are many ways to differentiate and, therefore, there are many ways to pursue innovation. Creative people tend to be non-conformists, seeing things from different angles to gain fresh perspectives, connecting wider dots to shape fresh views or new concepts, perceiving underneath the surface, understand patterns, discover the difference between seemingly similar things, jumpstart into the innovation mode, accelerate the speed of changes, and make a transcendent movement. Collaboratively, people are sharing and working closely with both similar-minded or complementary minded fellow global citizens to chart breakthrough innovation continually.
Change is worth its weight because of its high impact on the business’s long-term prosperity. The large scale of change is to make a significant difference in the overall levels of business performance and organizational maturity. Forethoughtful organizations have to overcome challenges, constantly fine-tune the uncontrollable factors acting on the business for leading change success interdisciplinarily.
Unify silos to bridge gaps: The industrial organization with a silo functional setting helps to achieve a certain level of efficiency. However, it generates gaps, creates barriers that surface between departments, causing people who are supposed to be on the same team to work against each other. Individually, silos might make you feel isolated and “powerful,” but they form a very insecure basis for the ego. So digging into the root causes, silos are not a structural issue, they are the result of poor thinking; lack of strategic thinking, holistic thinking, system thinking, etc, further enlarging communication, collaboration, and motivational gaps. It builds the wall in people’s minds and sets barriers to organizational strategy management. To deal with today’s complex problems and overcome challenges, individual work and group work cannot be done without horizontal unification and vertical penetration. Great organizations are supposed to maximize individual, team, business system potential. Cross-functional brainstorming and collaboration unify differences, unlock collective performance.
To deal with continuous disruptions and lead strategic changes, a growth mindset is in strong demand to ride learning curves and make the progressive movement. Business professionals with a growth mind today can build an enriched professional portfolio by reinventing themselves, continuously building new skills and competency. It takes practice to build a competitive team which is composed of many self-motivated people who can adopt a personal drive to achieve high performance in a changing context. Corporate leaders with a growth mindset are audacious, adaptive, inspirational to step out of their own comfort zone, both self-motivated and can motivate people moving into growth trajectory, walk the talk and lead changes confidently.
Catalyze innovation by breaking through convention: Traditional organizations often have conventional pyramidical settings, conventional culture and conventional “command & control” management discipline to keep the lights on, but do very little to innovation. They might become irrelevant for the long run. In fact, the digital era is about innovation, if you are not different and move forward, you are already lagging. It's important to break down innovation obstacles, look into an unknown future, strike the right balance of order and chaos, creativity and standardization, management and governance, etc, to improve innovation excellence.
Change is worth its weight because of its high impact on the business’s long-term prosperity. The large scale of change is to make a significant difference in the overall levels of business performance and organizational maturity. Forethoughtful organizations have to overcome challenges, constantly fine-tune the uncontrollable factors acting on the business for leading change success interdisciplinarily.
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