Initiatives

Forward-looking companies across vertical sectors are at the inflection point of digital transformation, they need to accelerate business growth cycles for accelerating business performance.

Nowadays, technologies bring unprecedented convenience and deeply influence on how people think, live, and do business. Organizations can respond to the ever-changing environment dynamically based on information fluency and integral capabilities.

It’s important to take an overarching approach that has to dig underneath the surface of businesses and take holistic management to integrate both hard and soft business elements to build differentiated organizational competency, improve business agility and lead transformational changes smoothly.

It’s important to apply a holistic view, take customized approaches to each problem, and make continuous adjustment: Organizations become more complex than ever, knowledge needs to be facilitated and managed more structurally to reach the transformational stage. It’s important to have a good grasp of the need for the soft skills training prior to any course determination and development, proactively evolve cognitive diversity, creative diversity, cultural empathy, knowledge/skill/ education diversity, and personality complementarity, etc, 

Because at the end of the day what you want is companies that are capable of mobilizing all the ideas, experiences, capacities of everyone in the company and partners to lead the large scale of changes successfully.

Forward thinking companies make constructive disruptions themselves or take hypothetical intervention, figure out the best scenario to build a unique set of competencies: Running a business is an iterative problem-solving continuum. Overly rigid processes or bureaucratic structure settings enforce silos, disrupt information flow, and hence, decelerate business transformation. The examination of systems thinking and recognition of pattern language help to understand a business system is a necessary precondition for effective intervention.

It’s important to diagnose the root causes by peeling back different layers and addressing the real problems systematically. Determining which and what intervention to change behavior could be very different and need to have different assessment mechanisms. If you don't understand all the causes, or most of the causes of the situation and also the context of the situation, then intervention may be worse than non-intervention.

It’s critical to apply data-based analytics to people management: People's interactions are both art and science. There is out-of-date talent management and performance management practices and mechanisms. There's a disconnect between short-term staff needs and long term talent perspectives. Hence, organizations need to have objectivity; as you cannot assign work to people based on individual bias and prejudices.

Strong workforce analysis tool enables the management to understand the strength and weakness of people, know how to put the right talent into the right position to solve problems, and align the right talent to achieve business goals in a structural way smoothly.

Forward-looking companies across vertical sectors are at the inflection point of digital transformation, they need to accelerate business growth cycles for accelerating business performance. Business transformation is not just a one-dimensional technology upgrade, but a multidirectional business exploration to get the organization moving up to the next level of business maturity.

Posted in: Business Intelligence,Enterprise Capability,Execution