A journey through the adaptable organization
Historically, in stable times, organizations derived competitive advantage through progressive attempts to be more standardized, efficient and better at doing what ‘they had been doing’ for a long time. In unpredictable times, organizational survival requires the understanding that organizations 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 energize the culture and organization. This is a departure from only using industry benchmarks or popular organizational models - it’s about intimate customization to the changing needs of customers and stakeholders.
When change is predictable, stable organizational hierarchies can support order, clear decision-making, and functional silos to ensure maximum efficiency. However, in an era of exponential change, traditional organization models cannot keep up. What we are starting to see when it comes to structure and design of Adaptable Organizations:
Static organization charts are becoming an artifact of the past. We use advanced analytics to visualize the formal (hierarchy) and informal organizations (interactions) to uncover how people actually work. New designs are emerging that embrace natural connections and organize multi-disciplinary teams to deliver value more effectively. Traditional approaches often force the organization to work purely functionally or in a matrix environment without understanding the impact to human networks.
Conventional wisdom believes that high-performing individuals deliver organizational performance. Adaptable Organizations 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 Organization:
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 organizational missions deliver more value than individuals focused on individual goals.
As organizations pivot and adapt to shifting contexts, the adaptability of leaders becomes essential. Leaders must be able to energize, empower, and connect people across the ecosystem and lead any team in any context. Leadership in the Adaptable Organization is a departure from the traditional, role-based view of leadership:
Identifying, developing, and retaining strong leadership is integral to any organization’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 Organizations, resiliency and accepting change becomes part of the organization's DNA and talent programs exist to enable that resilience. How an individual is woven into the ecosystem of an Adaptable Organization:
Helping people embrace change and continuous learning is difficult. To truly be adaptable, we believe that organizations 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 organization today?
Customer Focused Ecosystem
Flexible Network of Teams
Agile Ways of Working
One-size Fits all Talent Management
Individualized Talent Management
Resistance to Change
Continuous Change and Learning