Take advantage of all information available, unify diversified views, create new knowledge, build a high performance team to produce higher than expected results consistently.
To unify common beliefs, bridge differences, and explore the emerging digital horizon, the management needs to connect the right dots, applying an effective framework approach to structural problem-solving, and improve business effectiveness.
Build a framework for seeing interrelationships rather than isolated things, for seeing patterns of change rather than static “snapshots,” to perceive diversity in unity: We are living in a complex world in which people, companies, circumstances are continuously changing and that makes it impossible to have complete knowledge of many issues facing the business today. To understand correlations and discover patterns, it’s important to perceive the interdependence of varying relevant issues or connected pieces, capture patterns of changes rather than static “snapshots”; focus on the nature of relationships rather than just on separate entities.
From a problem solving perspective, if you try to impose solutions or structures that are too far ahead of the curve, the result is alienation and rebellion rather than problem-solving. An effective framework provides context of organizational knowledge, to understand correlations and discover patterns, perceive the interdependence of varying relevant issues or connected pieces, provide the deep insight into the emergent properties; to perceive diversity in unity, and figure out integral solutions to complex problems with many relevant pieces.
Collaboration, teamwork, unity bring strength: Many traditional organizations aren´t yet in the knowledge economy, they continue to act as expected in the economy of scarcity and live in the silos, presenting difficulties to share the insight, it’s no surprise that variety of bias, disagreements and antagonisms arise between groups, arguments and debates are part of business reality. There are conflicts between different groups that have their own senses of belief, reality, strength and weakness. This may cause people to rationalize their own sense of reality by disempowering or ignoring others’ viewpoint.
A great way to build a compelling team or harmonize cross-team relationship is to simply get it out in the open communication environment, and let individuals embrace their bias, express their unique insight by sharing it with others in a non-threatening context. Once the staff appreciates their objectives with a purpose of unity, all the staff and leadership should be able to implement their communication strategy appropriately. Complementary and competitive teams can both produce positive results, but more often teams who operate individually, compete collectively and work to solve problems collaboratively are usually the high performers.
Anticipate with unity as an integrated business system by pulling the structural lever, looking at all key business elements, including the human element: The business ecosystem environment is full of uncertainty, velocity, complexity, and ambiguity, forward looking organizations leverage holistic thinking to understand the variety of business relationships, pull all critical business elements to form the unique business competency; business reputation and brand are based on those interconnected elements from process and technology to management capabilities and governance disciplines.
It’s important to deal with business complexity with interactive pieces and “conflict” goals via interdisciplinary and empathetic lenses, allowing you to a number of things such as embracing uncertainty, identifying interconnections and interdependencies, understanding flows or the lack of them, spotting business opportunities and risks accordingly to improve business effectiveness. Balance in a given context is not a fixed point which is right, and all others are wrong, but some appropriate range in the continuum between extreme positions to reach unity and build an integral business system.
Everyone is unique, there are all kinds of differences that exist between individuals, teams, companies, or industries. In order to innovate and be more progressive, build trustful relationships; the more we trust, the less we need to control each other. Take advantage of all information available, unify diversified views, create new knowledge, build a high performance team to produce higher than expected results consistently.
Build a framework for seeing interrelationships rather than isolated things, for seeing patterns of change rather than static “snapshots,” to perceive diversity in unity: We are living in a complex world in which people, companies, circumstances are continuously changing and that makes it impossible to have complete knowledge of many issues facing the business today. To understand correlations and discover patterns, it’s important to perceive the interdependence of varying relevant issues or connected pieces, capture patterns of changes rather than static “snapshots”; focus on the nature of relationships rather than just on separate entities.
From a problem solving perspective, if you try to impose solutions or structures that are too far ahead of the curve, the result is alienation and rebellion rather than problem-solving. An effective framework provides context of organizational knowledge, to understand correlations and discover patterns, perceive the interdependence of varying relevant issues or connected pieces, provide the deep insight into the emergent properties; to perceive diversity in unity, and figure out integral solutions to complex problems with many relevant pieces.
Collaboration, teamwork, unity bring strength: Many traditional organizations aren´t yet in the knowledge economy, they continue to act as expected in the economy of scarcity and live in the silos, presenting difficulties to share the insight, it’s no surprise that variety of bias, disagreements and antagonisms arise between groups, arguments and debates are part of business reality. There are conflicts between different groups that have their own senses of belief, reality, strength and weakness. This may cause people to rationalize their own sense of reality by disempowering or ignoring others’ viewpoint.
A great way to build a compelling team or harmonize cross-team relationship is to simply get it out in the open communication environment, and let individuals embrace their bias, express their unique insight by sharing it with others in a non-threatening context. Once the staff appreciates their objectives with a purpose of unity, all the staff and leadership should be able to implement their communication strategy appropriately. Complementary and competitive teams can both produce positive results, but more often teams who operate individually, compete collectively and work to solve problems collaboratively are usually the high performers.
It’s important to deal with business complexity with interactive pieces and “conflict” goals via interdisciplinary and empathetic lenses, allowing you to a number of things such as embracing uncertainty, identifying interconnections and interdependencies, understanding flows or the lack of them, spotting business opportunities and risks accordingly to improve business effectiveness. Balance in a given context is not a fixed point which is right, and all others are wrong, but some appropriate range in the continuum between extreme positions to reach unity and build an integral business system.
Everyone is unique, there are all kinds of differences that exist between individuals, teams, companies, or industries. In order to innovate and be more progressive, build trustful relationships; the more we trust, the less we need to control each other. Take advantage of all information available, unify diversified views, create new knowledge, build a high performance team to produce higher than expected results consistently.
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