Inspire people to make more contributions, toppling hierarchy barriers, and break down the conventional boundary, to encourage the culture of learning, growth, and improve overall organizational competency.
Organizational fit means more about collective fitting mindset, differentiated capabilities, value-adding or behavioral norms.
Innovate fitting mindset: We are what we think of. Every individual is a “complex blend of contrasts - positive and negative; intuitive and logical” with imperfect judgment. As knowledge professionals, people need to keep their mind fit, deepen their understanding of issues for becoming part of solutions. Either individually or collectively, the stereotypical thinking or preconceived ideas about how things should happen is propagating. Many people do wrong things, not because of ignorance, but because of poor judgment, due to preconceived notions, unconscious bias, linear understanding, lack of comprehensive knowledge, etc. People with cognitive fit keep learning agile, proactively search for fresh knowledge, deep insight, and bridge cognitive differences to make sound judgment.
Lack of breadth of knowledge or the depth of understanding is the root cause of poor judgment. A great way to manage bias and improve judgment skill is to get it out in the open communication environment, and let individuals embrace their bias by sharing it with others in a non-threatening context. With mind fit, business leaders and professionals are able to make sound judgment and effective decisions, in order to solve complex problems smoothly.
Build fitting capability: Human beings are gifted with innate qualities that allow them to respond in different ways to the circumstance. Without character, you might not get chances to discover your innate strength and unique competency. With fast-paced changes, business leaders and professionals need to be able to think, learn new knowledge, and relate what they have known in the past to build new capabilities. Identify areas where individuals can make their own efforts to build fitting capabilities.
There is intense learning and knowledge update for professionals; there are different levels of professional skills and competency development via a healthy cycle of "development, enhancement, and coaching." Building integral capability enables people to solve more complex problems or make transcendental professional movement.
Keep the team fit: When change is increasing its speed, the criteria you used to define fit are perhaps outdated to a certain degree, as the business environment becomes more complex, diverse, running a high performance turns to be more complex. Are you planning to build a homogeneous or heterogeneous team; a complimentary team or a competitive team? Are you hiring people who are an obvious "fit,", and passing on people who are less so. If “misfit” means creativity, then it’s the right quality to cultivate the culture of innovation.
Collectively, it’s important to build a fitting team or organization with a complementary mindset or skillset. Unhealthily competing against one another slows the team down and can stall innovative thinking. Healthy competition generates creative tension. Complementary actions provide the basis for the trust; the competitive actions in a constructive way strengthen that trust and keep the organizational fit. Where you want to look for 'fit' is in relation to the values you want to build or maintain within your team, and the kinds of behaviors that you would expect to see as a result of, with the goal of producing high performance outcomes.
Fit can be interpreted with a degree of variability. The management needs to keep tuning collective mindset, behaviors to the creative process for effective problem-solving. Inspire people to make more contributions, toppling hierarchy barriers, and break down the conventional boundary, to encourage the culture of learning, growth, and improve overall organizational competency.
Innovate fitting mindset: We are what we think of. Every individual is a “complex blend of contrasts - positive and negative; intuitive and logical” with imperfect judgment. As knowledge professionals, people need to keep their mind fit, deepen their understanding of issues for becoming part of solutions. Either individually or collectively, the stereotypical thinking or preconceived ideas about how things should happen is propagating. Many people do wrong things, not because of ignorance, but because of poor judgment, due to preconceived notions, unconscious bias, linear understanding, lack of comprehensive knowledge, etc. People with cognitive fit keep learning agile, proactively search for fresh knowledge, deep insight, and bridge cognitive differences to make sound judgment.
Lack of breadth of knowledge or the depth of understanding is the root cause of poor judgment. A great way to manage bias and improve judgment skill is to get it out in the open communication environment, and let individuals embrace their bias by sharing it with others in a non-threatening context. With mind fit, business leaders and professionals are able to make sound judgment and effective decisions, in order to solve complex problems smoothly.
Build fitting capability: Human beings are gifted with innate qualities that allow them to respond in different ways to the circumstance. Without character, you might not get chances to discover your innate strength and unique competency. With fast-paced changes, business leaders and professionals need to be able to think, learn new knowledge, and relate what they have known in the past to build new capabilities. Identify areas where individuals can make their own efforts to build fitting capabilities.
There is intense learning and knowledge update for professionals; there are different levels of professional skills and competency development via a healthy cycle of "development, enhancement, and coaching." Building integral capability enables people to solve more complex problems or make transcendental professional movement.
Keep the team fit: When change is increasing its speed, the criteria you used to define fit are perhaps outdated to a certain degree, as the business environment becomes more complex, diverse, running a high performance turns to be more complex. Are you planning to build a homogeneous or heterogeneous team; a complimentary team or a competitive team? Are you hiring people who are an obvious "fit,", and passing on people who are less so. If “misfit” means creativity, then it’s the right quality to cultivate the culture of innovation.
Collectively, it’s important to build a fitting team or organization with a complementary mindset or skillset. Unhealthily competing against one another slows the team down and can stall innovative thinking. Healthy competition generates creative tension. Complementary actions provide the basis for the trust; the competitive actions in a constructive way strengthen that trust and keep the organizational fit. Where you want to look for 'fit' is in relation to the values you want to build or maintain within your team, and the kinds of behaviors that you would expect to see as a result of, with the goal of producing high performance outcomes.
Fit can be interpreted with a degree of variability. The management needs to keep tuning collective mindset, behaviors to the creative process for effective problem-solving. Inspire people to make more contributions, toppling hierarchy barriers, and break down the conventional boundary, to encourage the culture of learning, growth, and improve overall organizational competency.
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