Organizations today need to be fast and flexible, and have fewer boundaries but better abilities for dots connections.
The linear system perception needs to be replaced by the nonlinear adaptive system. Global organizations strike the right balance across the spectrum of a "local"/"specific" to "global"/" holistic.” Cross-boundary communication, innovation, and innovation are encouraged to drive effective paradigm shift.
Boundaryless communication: Forward-looking organizations have a more dynamic and diversified workforce than ever. People are the most invaluable asset in businesses, in the age of digital, it is, even more, true than ever. The multi-generational, multi-cultural, and multi-geographical people work together, to craft synergy. They are also the weakest link in business transformation. Interact with people with courtesy, respect, and empathy. Cross-functional communication is more critical than ever to bridge differences, enhance mutual understanding, and harness changes.
Today's information technology is no longer just a support function, it has become pervasive in contemporary organizations. Organizations and their people learn through their interactions with the environment via modern communication tools and advanced technology. The “boundaryless” organizations build institutional platforms across the ecosystem for allowing information permeation, building long-term cross-boundary relationships, and evolving customers and partnerships to brainstorm and co-solve complex problems.
Boundaryless agility: Agility is not only about adapting to changes but more about taking the initiative to drive desired changes. The organization becomes more resilient with a high level of agility. Taking a holistic view helps the management understand business as a living system with interaction and interrelationship dynamics, diagnose the multi-cause of problems, and develop a set of interdisciplinary practices for improving organizational fluidity and agility.
Many organizations are struggling with “being agile,” because they have no common understanding across the board, regardless of methodology, due to their collective mindset. Eliminating waste and continuous improvement should always be ongoing objectives even if you obtain sufficient agility since this can be easily lost as there are so many variables in the dynamic environment. To improve boundaryless agility, what can be unifying is looking at each function in the enterprise as a subsystem and then, finding a unified means of looking at the essence. The higher level of agility the organization can reach; the better performance results the organization or society can achieve.
Boundaryless influence: The digital organization is hyper-connected and interdependent; the collaborative platforms enable leaders and professionals to become more open-minded and insightful and integrate the critical components into differentiated professional competencies. Innovation is all about how to disrupt the old thinking and the old way of doing things. Cross-boundary innovation leadership is in demand to be able to share unique insight, facilitate inclusive collaboration, appreciate multifaceted values, and make a boundary influence cross-geographically, cross-industrially, or cross-culturally.
Boundaryless leadership is about breaking down silos and breaking through conventional wisdom; seeing things from different angles or solving problems in different ways. The more innovative people are, the less tolerant of structure (policies, rules, and paradigms) and the less respectful of consensus one is. Cross-boundary (cross-cultural, cross-industrial, cross-functional) leadership broadens the perspective of substances and styles; deepens the understanding of leadership character and insight; connects the dots to harness communication and improve leadership innovation and coherence.
The black & white boundaries continue to diminish, and organizations become so hyperconnected and interdependent that you cannot separate things properly; you can’t predict the actual effect of nonlinear interaction straightforwardly.
Organizations today need to be fast and flexible, and have fewer boundaries but better abilities for dot connections. “LESS” is more; it’s critical to drive a frictionless, boundaryLESS change for maximizing the collective potential, amplifying influence, and leading organizational and societal transformation.
Boundaryless communication: Forward-looking organizations have a more dynamic and diversified workforce than ever. People are the most invaluable asset in businesses, in the age of digital, it is, even more, true than ever. The multi-generational, multi-cultural, and multi-geographical people work together, to craft synergy. They are also the weakest link in business transformation. Interact with people with courtesy, respect, and empathy. Cross-functional communication is more critical than ever to bridge differences, enhance mutual understanding, and harness changes.
Today's information technology is no longer just a support function, it has become pervasive in contemporary organizations. Organizations and their people learn through their interactions with the environment via modern communication tools and advanced technology. The “boundaryless” organizations build institutional platforms across the ecosystem for allowing information permeation, building long-term cross-boundary relationships, and evolving customers and partnerships to brainstorm and co-solve complex problems.
Boundaryless agility: Agility is not only about adapting to changes but more about taking the initiative to drive desired changes. The organization becomes more resilient with a high level of agility. Taking a holistic view helps the management understand business as a living system with interaction and interrelationship dynamics, diagnose the multi-cause of problems, and develop a set of interdisciplinary practices for improving organizational fluidity and agility.
Many organizations are struggling with “being agile,” because they have no common understanding across the board, regardless of methodology, due to their collective mindset. Eliminating waste and continuous improvement should always be ongoing objectives even if you obtain sufficient agility since this can be easily lost as there are so many variables in the dynamic environment. To improve boundaryless agility, what can be unifying is looking at each function in the enterprise as a subsystem and then, finding a unified means of looking at the essence. The higher level of agility the organization can reach; the better performance results the organization or society can achieve.
Boundaryless influence: The digital organization is hyper-connected and interdependent; the collaborative platforms enable leaders and professionals to become more open-minded and insightful and integrate the critical components into differentiated professional competencies. Innovation is all about how to disrupt the old thinking and the old way of doing things. Cross-boundary innovation leadership is in demand to be able to share unique insight, facilitate inclusive collaboration, appreciate multifaceted values, and make a boundary influence cross-geographically, cross-industrially, or cross-culturally.
Boundaryless leadership is about breaking down silos and breaking through conventional wisdom; seeing things from different angles or solving problems in different ways. The more innovative people are, the less tolerant of structure (policies, rules, and paradigms) and the less respectful of consensus one is. Cross-boundary (cross-cultural, cross-industrial, cross-functional) leadership broadens the perspective of substances and styles; deepens the understanding of leadership character and insight; connects the dots to harness communication and improve leadership innovation and coherence.
The black & white boundaries continue to diminish, and organizations become so hyperconnected and interdependent that you cannot separate things properly; you can’t predict the actual effect of nonlinear interaction straightforwardly.
Organizations today need to be fast and flexible, and have fewer boundaries but better abilities for dot connections. “LESS” is more; it’s critical to drive a frictionless, boundaryLESS change for maximizing the collective potential, amplifying influence, and leading organizational and societal transformation.
6 comments:
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