Tuesday, January 3, 2023


Overall speaking, lack of focus is an impediment to progressive changes.

The digital era is volatile, complex, uncertain, ambiguous, and information abundant. To step into the deep, deep digital new normal, businesses today must bridge the insight gap; be prepared to absorb and accept change in all its forms effectively and efficiently. 

By taking the systematic approach, the digital transformation can take the pace steadily in an organization in which change does not disrupt and interfere with the business as usual; for which the ability to evolve, adapt and innovate is business as usual. In management practice, lack of a clear vision to change, lack of impetus to push the right button will distract the organization from doing the right things and stifle the speed of moving forward.

Lack of holistic understanding causes silos and misperceptions: The more complex the situation is, the more different viewpoints and approaches needed to reach for in-depth understanding. Lack of objectivity or holistic understanding is usually caused by the narrow lens: see the tree, but miss the forest; know the part, but ignore the whole; take a snapshot, but forget the dynamic.

A holistic perspective can fix the misperception by exploring multiple thought processes; practicing lateral, nonlinear or multi-dimensional thinking, willing to listen to the diverse viewpoints; understanding people or things from different angles and being inclusive to appreciate cognitive difference and different point of view in order to be objective and make sound judgments.

Lack of updated information, or more accurately, lack of deep insight, is the cause of the failure of, or consequences of a bad decision: Organizations become overcomplex and hyperconnected. As a matter of fact, in today's ever-changing business dynamic, even now you have all the different angles to consider but they may look very different depending on your perspective. The beauty of the newly established digital landscape is the fresh insight of the business. Organizations must take advantage of information to gain insight, being able to identify the root cause of problems or the core issues of tough situations which leads to in-depth understanding and resolutions.

The challenge of leadership is that knowledge can be taught, insight cannot be told completely because it comes from each individual’s understanding, connection, discernment, personal experience, penetration, and perception. When you learn to create an inner space of calmness in the storming mind of thoughts, emotions, sensations, imagination, and reasoning, insights can be perceived. Insightful leadership is crucial for gaining multidimensional perspectives, garnering attitude and feedback, motivate people to practice knowledge power and explore the better way to do things, and run a smarter real-time digital business.

Lack of clarity in personalized management methodologies and practices:
Not every high performance company uses “one size fits all” management methodologies or every best practice. Not every authority agrees on every best practice. The best practices are not universal, especially for innovation management. In fact, when organizations lack clarity of personalized management discipline, only seek examples to follow, rather than develop their own tailored solutions to emerging problems, they might stall.

Perhaps it is a better approach to strive for using good practice - good for a certain organization in a specific period of time; and for the specific situation and challenges that are faced and that actually requires different priorities as compared to others. The path of exploring the next best practices is to contemplate the business goals, break down conventional thinking boxes, have iterative communication, and take multiple choices to understand and solve problems effectively.

Lack of motivation for people to achieve high performance causes stagnation: Motivation is to drive actions; motivation is to push ahead, to compete to win. Motivation can come and go so easily. An unmotivated individual or team causes low morality, or lack of energy to move forward smoothly. Most of these organizations with real teamwork are headed by strong leaders with original ideas, motivation skills to improve organizational changeability and accelerate high performance consistently.

Inspiration and motivation are all about vision and communication -listening, influencing, understanding your team, knowing the purpose of your communication efforts, choosing the right modality, giving and receiving feedback, negotiation. Leading by example is one of the most effective methods of motivation, whether it is a personal drive to succeed, to make a difference or helping others to be successful takes different mindsets, attributes, and personal goals.

Lack of effective reward structure and incentives to encourage progression:
In order to improve collective performance, the seamless alignment of people, process, technology, with effective incentives are all crucial to expedite changes. If the key strategic benefits have not all been delivered, but the strategy has been properly designed with adequate buy-in, then something has gone wrong with the program design or program level benefits realization.

The spirit of the organization comes from the top. Reorienting a strategy that overlooks the expectations of the executive ranks tends to fail if the executives have no or ineffective incentives to engage in organizational success. If executive ranks feel engaged, they will design better rewarding structures or incentive programs, align their individual priorities with those of the well designed strategy and push for its success.

Overall speaking, lack of focus is an impediment to progressive changes. Forward-looking organizations across the vertical sectors are on the journey of strategy-driven business transformation; it means that the company needs to reinvent itself, change to the fundamental business model, culture, or other critical business factors for reaching the next level of organizational growth and maturity.


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