A journey through the adaptable organisation
Historically, in stable times, organisations derived competitive advantage through progressive attempts to be more standardised, efficient and better at doing what ‘they had been doing’ for a long time. In unpredictable times, organisational survival requires the understanding that organisations exist within a broader external ecosystem, united by a specific, customer-centric purpose that is constantly evolving to remain relevant. What we have learned from clients who are embracing an ecosystem mindset:
Operating environments will only continue to become more complex. We help clients interpret their strategies and position in the ecosystem into customer-focused missions that energise the culture and organisation. This is a departure from only using industry benchmarks or popular organisational models - it’s about intimate customisation to the changing needs of customers and stakeholders.
When change is predictable, stable organisational hierarchies can support order, clear decision-making, and functional silos to ensure maximum efficiency. However, in an era of exponential change, traditional organisation models cannot keep up. What we are starting to see when it comes to structure and design of Adaptable Organisations:
Static organisation charts are becoming an artifact of the past. We use advanced analytics to visualise the formal (hierarchy) and informal organisations (interactions) to uncover how people actually work. New designs are emerging that embrace natural connections and organise multi-disciplinary teams to deliver value more effectively. Traditional approaches often force the organisation to work purely functionally or in a matrix environment without understanding the impact to human networks.
Conventional wisdom believes that high-performing individuals deliver organisational performance. Adaptable Organisations place greater emphasis on the team and unlock individual performance through team composition and new ways of working. What effective team development looks like in an Adaptable Organisation:
We act as coaches for our clients and help them learn how to place greater emphasis on teams and unlock individual performance through team diversity, environment, and new ways of working using agile approaches. In understanding that agile methodology is not just for technology or product functions, we help teams accelerate on execution and become more flexible. We believe that high performing teams enabled to achieve organisational missions deliver more value than individuals focused on individual goals.
As organisations pivot and adapt to shifting contexts, the adaptability of leaders becomes essential. Leaders must be able to energise, empower, and connect people across the ecosystem and lead any team in any context. Leadership in the Adaptable Organisation is a departure from the traditional, role-based view of leadership:
Identifying, developing, and retaining strong leadership is integral to any organisation’s success, and the bar for leadership effectiveness is constantly being raised. We help our clients build effective leadership pipelines and programs that meet their strategic needs and which ensure they can navigate into the long-term.
The traditional view of the employee assumes people inherently resist change and talent programs provide stability. In Adaptable Organisations, resiliency and accepting change becomes part of the organisation's DNA and talent programs exist to enable that resilience. How an individual is woven into the ecosystem of an Adaptable Organisation:
Helping people embrace change and continuous learning is difficult. To truly be adaptable, we believe that organisations need to enable individual resilience through flexible talent programs. We help clients design and adopt leading edge talent approaches to elevate a shifting and diverse workforce that includes both humans and machines.
In the new world of work, stability gives way to adaptability.
How adaptable is your organisation today?
Customer Focused Ecosystem
Flexible Network of Teams
Agile Ways of Working
One-size Fits all Talent Management
Individualised Talent Management
Resistance to Change
Continuous Change and Learning