Innovation

All impressive growth or societal progress is driven by some sorts of creative disruptions and paradigm shifts.

The world becomes more hyper-connected and interdependent; organizations with growth potential have to change with the "tide, "keep reinventing themselves to reach the next level of growth cycle. 

Top executive team in those companies are able to understand emerging opportunities and threats; build dynamic business capability, move up towards the next trajectory for innovation, and unlock the full potential of the business.

Growth logic at cognitive level is about how to get the old concepts, outdated knowledge out; have fresh information, innovative thoughts into the mind: Information is growing exponentially; the most important capability of the cognitive mind is the willingness to "not know"; have abilities to seek out updated knowledge, nourish fresh ideas, and explore new possibilities with growth mentality.

The interaction between what is within us (the self), and how we project to the exterior world generates perceptions. To clarify perception logic and bridge subjective and objective perception, be an independent, critical thinker to ask insightful questions, collect quality feedback and refine information into fresh knowledge. Leaving the familiar "comfort zone" to enter into the unknown zone would require a real time passion and motivation for growth, believe yourself that you can make a difference, keep evolving and renewing; enabling growth and human evolution.

Organizations leverage information as the logical clue to capture business opportunities for growth: There is the “growth pain,” and change friction. What needs to worry about is the danger of a company adopting a couple of simple rules or best practices without doing the difficult work to change the negative psychology or outdated methodology.

Information can be transformed into business foresight, which helps business leadership steer the organization in the right direction and move their business to the next level of growth. So organizations can push the boundaries of a more complicated business mix; explore the sweet spots of innovation; provide opportunities to create inter-business value, build differentiated business competency, and gain long term advantages.

Insight of how "people management" differs from "organizational development" helps to unleash growth potential of the organization: Today's workforce is a technology savvy new breed, with the characteristics of multi-generation, multi-culture, and multi-devicing. People are complex assets, you need to understand them as a whole person, not just the pieces of data. So focus on talent empowerment, not just “data boom.” Motivational leaders are both self-motivated and can motivate people moving more into the area of growth and self-development. communicate with empathy, harness trustful relationships and collaboration.

Organizational development and people management need to manage the conflict between classic style and digital style which focuses on growth and autonomy. The logical scenario to manage a healthy workforce is to attract the right people with a growth mindset, the right aptitude, and attitude. Don’t make rules or structures too restrictive, leave the room for management innovation, build a flexible and innovative work environment to improve workforce management effectiveness.

All impressive growth or societal progress is driven by some sorts of creative disruptions and paradigm shifts. It’s important for organizational leaders and professionals to apply a multidimensional thinking box to understand business context, sustain diversified viewpoints into holistic perspectives, lead business growth and maximize the potential of the organization.

Posted in: Innovation