It is important to clear the path, whether that is the elimination of obstacles, closing the blind spots, bridging gaps-identifying and strengthening the weakest link.
One of the top reasons why initiative implementations fail is because they were not actionable from the get-go: Implementation is usually more difficult due to its complexity, ineffective practices and the culture or resistance. Organizational management needs to predict which consequences can be created through action steps of implementation, and how to make proper adjustments. They should have the ability to perceive the big picture of the business ecosystem, to complement the team’s viewpoint for bridging gaps and overcoming obstacles.
Implementation is beneficial when maintaining coherence, while allowing autonomy, maintaining a balance between exploration and exploitation; short-term and short-range attention of daily operations, with long-term broad-range vision and strategic advantages. The core building blocks required for effective implementation are clarifying decisions coherence, aligning motivators and optimizing organizational structures, identifying where the gaps in performance lie, capturing the organizational development needs, improving capability coherence, and taking logical steps to achieve high performance business results.
It’s important to streamline the implementation scenario via good alignment of people, process, and technology: The dynamic and solid implementation is the ability to leverage quality information to analyze & predict, evolve emerging events, setting performance metrics, adjusting plans, measuring and understanding results dynamically. Identify what generates the most value for the company, express that in strategic objectives with clarity. To truly build business competencies, use the profiles and assess capability portfolios, identify both implementation blind spots and capability gaps, shorten business capability development cycle.
Business initiatives are usually cross functional efforts, implementation will never be simple, Resource allocation scenarios need to be transparent, and apply the best fit methodologies that simplify the strategy implementation. Performance metrics can help you get some objective perspective on what you are trying to manage, but they need to be selected, crafted, and interpreted well. Bridge the variety of gaps, enhance business alignments, ensuring that the business as a whole can take a digital leap and unleash its full potential.
Many times you don't consider the processes as the main driver to deliver the desired result, and then you will not get the expected results. An implementation team should be built with people who have complementary talent, risk taking attitude and fluent expertises because these are the people who can drive changes efficiently, break the resistance of culture, and make proactive changes.
it’s important to clear the path, whether that is the elimination of obstacles, closing the blind spots, bridging gaps-identifying and strengthening the weakest link. Organizational management can take the form of business models, prioritization mechanisms, roadmaps, experience principles, strategy diagrams, change management models, scoreboards, etc, to monitor performance and deliver higher than expected results continually.
0 comments:
Post a Comment