Innatebarriers

Lack of fitting mindset, knowledge fluency, and strong disciplines causes business stagnation.

Change is inevitable, business transformation is a strategic imperative. The inevitable range, breadth, depth, and pace of uncontrollable factors acting on any organizations mean constant fine-tuning is essential. 

Forward-looking organizations across the vertical sectors are on the journey of business transformation. The more transparent about a change effort, the less uncertainty there will be about the effort. Overall speaking, lack of focus is an impediment to progressive changes.

Lack of vision and direction: When jumping into the “VUCA” digital new normal, by envisioning and focusing forward, silo, overly rigid hierarchy, internal politics, misaligned systems/processes, cultural inertia, mistrust, dysfunction,, etc, create frictions and make the organization stagnate. Misunderstanding or lack of objectivity is the big cause of many human problems. Organizations intend to fix issues, but they only fix symptoms, not the real issues. So their change efforts fail and their companies get stuck in the middle of busyness.

By envisioning and setting guidance, business leaders are able to accurately judge the upcoming curves and obstacles on the path to digital transformation. Many organizations are still managed through overly restricted hierarchical management discipline which stifles change. The lack of recognition for change impacts individuals and businesses’ willingness to extend themselves again for the next change.

Lack of systematic processes or having overly rigid processes both should be blamed for stifling innovation: Organizations should ideally have a sustainable approach to innovation. A systematic innovation is a structured process and set of practical tools used to create or improve products, services, processes that deliver new value to customers. The ideal innovation process management is to break down silos or other typical impediments to cooperation, tap into everyone's skills and talent for keeping creativity flow smoothly and generate values effectively.
Most companies fail at innovation execution because they have no clear processes, nor understand the linkage required to work horizontally and take a holistic but flexible approach to managing innovation. They also lack effective reward structure to encourage innovation. It’s critical to enforcing communication, fostering collaboration, bridging gaps, building trust, and leading to high-level organizational maturity.

Lack of professional people with broad technical skills and soft skills: People lacking professionalism bring a negative attitude, unhealthy competition, change inertia, generate more problems rather than solving them. The more complex the situation is, the more different approaches and personas are needed to reach for in-depth understanding. People need to keep exploring their talent, broadening their relevant skills and deepening their expertise to solve more complex problems and get higher than expected results.

Professional competency development and maturity requires character, determination, persistence, discipline, and practice in the present and a continuum. The learning-agile mindsets, enriched knowledge, strong disciplines and constant practices, and great attitude are all important to increase innovation fluency. Professional development takes an iterative learning-doing-improving cycle that expands into the new horizon extensively;

Lack of fitting mindset, knowledge fluency, and strong disciplines causes business stagnation. Lack of the culture of learning and risk tolerance should be blamed for stifling innovation. Forward-looking organizations across the vertical sectors are on the journey of reinventing themselves, initiating changes to the fundamental business model, culture, or other critical business factors for reaching the next level of organizational growth and maturity.

Posted in: Digital Pitfalls,Lessons from Failures