Organizations need to take the journey with logical steps, embed intelligence into processes of the business and laser focus on the most important things to accelerate performance.
Because how fast organizations can ride changes curves will directly impact the speed of the business transformation. They need to look for what is common for maximum reuse; align the different parts of the digital ecosystem to adopt more points of integration with modular capabilities. Forethoughtful executives should make inquiries and initiate dynamic conversations about business transformation; show respect and flexibility for handling thorny issues and walk through the tough journey of business transformation smoothly.
Respect & guiding instead of manipulating & controlling: Dynamic and changing cannot operate with a silo mindset and unchanging people, A positive growth mindset sows the seed to respect self and others, and build a strong reputation. To harness across boundary communication and collaboration, we all know beyond any shadow of the doubt that mutual trust is crucial for our personal and organizational effectiveness. For every manager willing to truly foster and encourage ownership and inspire people, empowerment is like respect and works both ways. To gain empowerment, teams or individuals need to earn the level of trust. Trust comes in stages; trust is earned by improving credibility, risk intelligence and reliance.
Interdependence and hyper-diversity are the very characteristics of global organization. Diversity itself is not a goal; it is the means to generate great ideas and solve problems alternatively. It’s important to guide the organization in which they work, the respect and trust of others. and become a value constructor. Organizations should build a culture of respect, take seriously about their reputation, get an in-depth understanding of their brand in context, enhance mutual understanding, nurture equal relationships, harness collaboration, and have the intention to build a strong brand.
Questioning, not answers, stimulates creative energy and inspires transformative changes: The rapid change and information growth requires that we move from mindset to mind flow; from fixed to growth mind. Insightful leaders or professionals ask the questions anyone would want to ask, if only you had their unique perspective to define challenges, exhibiting the vision and guts required to lead toward the next level of growth. They are able to navigate the large scale of business transformation through continuous asking: “Who, Who not, Where, Where not, What, What not, When, When not, Why, Why not, How, and How not.”
There are known known, known unknown, and unknown unknown. How to debunk the myth of the digital business ecosystem and leapfrog the business to the next level of organizational growth and maturity? Thought-provoking inquiries circulate creative energy and inspire changes: What am I trying to achieve? Where can I find my resources? Who can I rely upon to help out? What are the natural or human barriers to achieving my goals? How can I convince others that alternative paths will bear more or less fruit? How can we effectively deploy the influencers of change to drive the transformation throughout the organization? To deal with fast-paced changes and continuous disruptions, a growth mindset with intellectual curiosity and cognitive intelligence are in strong demand to ride learning curves for producing great outcomes and making the progressive movement.
Adherence glues up different factors for accelerating performance by responding to ecosystem changes quickly: Change is dynamic, the organizational design should be tuned to enforce changeability, innovation, and flexibility, reconciling the varying dimensions which can be changed, as well as the relationships between the various elements, etc. One of the biggest challenges in this complex digital world is the fact that we need different perspectives, different knowledge and different ways to solve a problem. Dynamic and changing cannot operate with inflexible minds and unchanging people. Flexibility means less rigid processes, alternative ways to think or do things, well-known practices, to overcome silo or polarity, striking the right balance of short term and long-term goals dedicatedly.
To effectively respond to the new dynamic, the organization needs to awaken the ecosystem consciousness, start thinking about ways for adapting to their ecosystems and create new revenue streams while becoming highly responsive and innovative. It accelerates the business speed to deliver quality products or services and responds to the marketing dynamic by integrating the modular capabilities into core competencies. Companies today need to understand the dynamic competitive landscape, orchestrate a broader ecosystem and demonstrate the benefits to the ecosystem in ways that might have happened in the past but at a much faster rate with much broader impact in the digital era.
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 growth trajectory. Organizations need to take the journey with logical steps, embed intelligence into processes of the business and laser focus on the most important things to accelerate performance.
Respect & guiding instead of manipulating & controlling: Dynamic and changing cannot operate with a silo mindset and unchanging people, A positive growth mindset sows the seed to respect self and others, and build a strong reputation. To harness across boundary communication and collaboration, we all know beyond any shadow of the doubt that mutual trust is crucial for our personal and organizational effectiveness. For every manager willing to truly foster and encourage ownership and inspire people, empowerment is like respect and works both ways. To gain empowerment, teams or individuals need to earn the level of trust. Trust comes in stages; trust is earned by improving credibility, risk intelligence and reliance.
Interdependence and hyper-diversity are the very characteristics of global organization. Diversity itself is not a goal; it is the means to generate great ideas and solve problems alternatively. It’s important to guide the organization in which they work, the respect and trust of others. and become a value constructor. Organizations should build a culture of respect, take seriously about their reputation, get an in-depth understanding of their brand in context, enhance mutual understanding, nurture equal relationships, harness collaboration, and have the intention to build a strong brand.
Questioning, not answers, stimulates creative energy and inspires transformative changes: The rapid change and information growth requires that we move from mindset to mind flow; from fixed to growth mind. Insightful leaders or professionals ask the questions anyone would want to ask, if only you had their unique perspective to define challenges, exhibiting the vision and guts required to lead toward the next level of growth. They are able to navigate the large scale of business transformation through continuous asking: “Who, Who not, Where, Where not, What, What not, When, When not, Why, Why not, How, and How not.”
There are known known, known unknown, and unknown unknown. How to debunk the myth of the digital business ecosystem and leapfrog the business to the next level of organizational growth and maturity? Thought-provoking inquiries circulate creative energy and inspire changes: What am I trying to achieve? Where can I find my resources? Who can I rely upon to help out? What are the natural or human barriers to achieving my goals? How can I convince others that alternative paths will bear more or less fruit? How can we effectively deploy the influencers of change to drive the transformation throughout the organization? To deal with fast-paced changes and continuous disruptions, a growth mindset with intellectual curiosity and cognitive intelligence are in strong demand to ride learning curves for producing great outcomes and making the progressive movement.
Adherence glues up different factors for accelerating performance by responding to ecosystem changes quickly: Change is dynamic, the organizational design should be tuned to enforce changeability, innovation, and flexibility, reconciling the varying dimensions which can be changed, as well as the relationships between the various elements, etc. One of the biggest challenges in this complex digital world is the fact that we need different perspectives, different knowledge and different ways to solve a problem. Dynamic and changing cannot operate with inflexible minds and unchanging people. Flexibility means less rigid processes, alternative ways to think or do things, well-known practices, to overcome silo or polarity, striking the right balance of short term and long-term goals dedicatedly.
To effectively respond to the new dynamic, the organization needs to awaken the ecosystem consciousness, start thinking about ways for adapting to their ecosystems and create new revenue streams while becoming highly responsive and innovative. It accelerates the business speed to deliver quality products or services and responds to the marketing dynamic by integrating the modular capabilities into core competencies. Companies today need to understand the dynamic competitive landscape, orchestrate a broader ecosystem and demonstrate the benefits to the ecosystem in ways that might have happened in the past but at a much faster rate with much broader impact in the digital era.
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 growth trajectory. Organizations need to take the journey with logical steps, embed intelligence into processes of the business and laser focus on the most important things to accelerate performance.
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