Culture is often at the root of ineffectiveness and inefficiency you have observed. The top leadership needs to set the tone for culture change.
The digital transformation is now spreading rapidly to enable organizations of all shapes and sizes to reinvent themselves. Today’s digital business environment is dynamic, complex, and uncertain. There are always different complexities at a different time or dimension. Communication, exemplification, and amplification of best practices are all crucial steps in building a culture of change.
Communication: Communication is the coordination mechanism that makes organizations possible and makes a group of people as a cohesive team to achieve more. Ineffective communication causes culture inertia, stifles business performance. Almost every business professional, especially leaders, need to master what to communicate and how to communicate. Organizations are social realities that emerge from the communication patterns of people who work to solve problems collaboratively. The vital business communication should embrace creativity, context, cascade, tailor varying business audiences, and nurture the culture of change. Communication is a means to an end, not the end itself. The end goal is to gain knowledge, make effective decisions or take step-wise actions for solving problems and achieving high-performance results.
Technically, there are different functional dialects, communication styles, and these contexts can shift frequently. Each one of them perhaps plays different personas in participating diverse communications for lubricating friction in change and harnessing seamless collaboration. Change management and strategy management go hand in hand. In order to execute a successful change management process, there is a need to have an honest communication plan in place, delegate roles and responsibilities of the process, clarify the common goals, nurture a change culture, facilitate continuous digital dialog which leads to continuous improvement and continuous journey of digital transformation.
Amplification: Business transformation is inevitable; the emergent digital technologies with a high degree of digital convenience are imposing forces of digital disruptions and change drivers. Large scale business change is usually not an isolated effort in one team or division; it’s a cross-functional collaboration. It is “pushed” by both visible forces and invisible forces, hard forces and soft forces from multiple directions. Thus, to amplify its impact and scale up the best practices, organizations must begin thinking about ways with thoughtful planning to broaden their ecosystem perspective and become highly responsive and flexible for adapting to rapid changes.
Change is inevitable, organizations act as complex and unpredictable systems, amplify or ameliorate the effects of their great change efforts, and deliberately build a dynamic system that keeps evolving. For well-established organizations across the boundaries, change/innovation practices might be different across organizations, the key is “context.” If the best practice you want to adopt is to be implemented in the same context, it could be scaled up across the company, amplify and sustain its impact. Organizations are the hyper-connected and interdependent business entities that are connected to the ever expandable ecosystem as switches. They must begin thinking about ways with strategic planning to amplify their ecosystem influences and adjust the turning potion to make breakthroughs.
Exemplification: Leadership exemplification is important to encourage the culture of learning and change for leading people to grow beyond existing levels of company performance and capability. The transformative changes must dig into the mindset level, overcome “the good enough mindset” or mediocre culture trap. There are those who seek the justification of leadership via virtuous qualities. High-quality digital leaders or professionals are great in altitude, aptitude, and attitude, with a winning mixture composed of intelligence and competence, confidence and humility, self-esteem and emotional excellence.
Organizations today are a huge melting pot of employees with the very characteristics of hyper-diversity. It is imperative to understand that leadership effectiveness manifests respect, caring, and trust-building based on the leader’s vision, inclusiveness, creativity, and insight. In order to become more valuable as an exemplar, authentic leaders need to grow themselves by continuous learning and coaching. By mentoring, they are showing that they value others, break down command-control management style and rejuvenate culture of change. The level of the leadership influence is also dependent on whether they can demonstrate an entrepreneurial spirit, solve problems innovatively.
Organizational culture is often at the root of ineffectiveness and inefficiency you have observed. The top leadership needs to set the tone for culture change. Today’s companies should have a greater awareness of interconnectivity, intricacies and the systemic value of organizational systems, people dynamics, resource alignment, information fluency, or technological advancement to streamline business flow, innovate culture change and unlock corporate performance coherently.
Communication: Communication is the coordination mechanism that makes organizations possible and makes a group of people as a cohesive team to achieve more. Ineffective communication causes culture inertia, stifles business performance. Almost every business professional, especially leaders, need to master what to communicate and how to communicate. Organizations are social realities that emerge from the communication patterns of people who work to solve problems collaboratively. The vital business communication should embrace creativity, context, cascade, tailor varying business audiences, and nurture the culture of change. Communication is a means to an end, not the end itself. The end goal is to gain knowledge, make effective decisions or take step-wise actions for solving problems and achieving high-performance results.
Technically, there are different functional dialects, communication styles, and these contexts can shift frequently. Each one of them perhaps plays different personas in participating diverse communications for lubricating friction in change and harnessing seamless collaboration. Change management and strategy management go hand in hand. In order to execute a successful change management process, there is a need to have an honest communication plan in place, delegate roles and responsibilities of the process, clarify the common goals, nurture a change culture, facilitate continuous digital dialog which leads to continuous improvement and continuous journey of digital transformation.
Amplification: Business transformation is inevitable; the emergent digital technologies with a high degree of digital convenience are imposing forces of digital disruptions and change drivers. Large scale business change is usually not an isolated effort in one team or division; it’s a cross-functional collaboration. It is “pushed” by both visible forces and invisible forces, hard forces and soft forces from multiple directions. Thus, to amplify its impact and scale up the best practices, organizations must begin thinking about ways with thoughtful planning to broaden their ecosystem perspective and become highly responsive and flexible for adapting to rapid changes.
Change is inevitable, organizations act as complex and unpredictable systems, amplify or ameliorate the effects of their great change efforts, and deliberately build a dynamic system that keeps evolving. For well-established organizations across the boundaries, change/innovation practices might be different across organizations, the key is “context.” If the best practice you want to adopt is to be implemented in the same context, it could be scaled up across the company, amplify and sustain its impact. Organizations are the hyper-connected and interdependent business entities that are connected to the ever expandable ecosystem as switches. They must begin thinking about ways with strategic planning to amplify their ecosystem influences and adjust the turning potion to make breakthroughs.
Organizations today are a huge melting pot of employees with the very characteristics of hyper-diversity. It is imperative to understand that leadership effectiveness manifests respect, caring, and trust-building based on the leader’s vision, inclusiveness, creativity, and insight. In order to become more valuable as an exemplar, authentic leaders need to grow themselves by continuous learning and coaching. By mentoring, they are showing that they value others, break down command-control management style and rejuvenate culture of change. The level of the leadership influence is also dependent on whether they can demonstrate an entrepreneurial spirit, solve problems innovatively.
Organizational culture is often at the root of ineffectiveness and inefficiency you have observed. The top leadership needs to set the tone for culture change. Today’s companies should have a greater awareness of interconnectivity, intricacies and the systemic value of organizational systems, people dynamics, resource alignment, information fluency, or technological advancement to streamline business flow, innovate culture change and unlock corporate performance coherently.
