Good Day!
It has been ages since I have been posting - mostly due to life (excuses, excuses...). Today as I was scrolling through some online articles this heading caught my eye "Is your company fit for human beings". It doesn't matter who I talk to - everyone has a story about Organizational Development issues within their companies. It has been written about, researched, blogged, tweeted, published etc.. to death - so why is this still a problem?
I think this mostly stems to the fact that with any human related problem there are too many variables that impact business. Therefore, I think there will always be work for OD Consultants! :)
Here is an excerpt from that article:
The good news is that there's a great deal of energy and ingenuity around experimenting with radical management practices in organizations of every stripe. The tougher news is that no organization is exempt from a daunting array of challenges:
•In a world where exponential change is the new normal, how do you build a company that can change as fast as change itself?
•In a world where no organization is protected from intense, unpredictable, disruptive competition, how do you make innovation everybody's job, every day?
•In a world where knowledge itself is becoming a commodity, how do you cultivate an environment that engages and unleashes the gifts of each person's imagination, initiative, and passion?
•In a world of increasingly limited resources, how do we rethink what it means to win so that profit comes not from gaming the system but from changing the game for everyone?
As Gary Hamel argues in the video Reinventing the Technology of Human Accomplishment, you can't tackle those mega-challenges if you're not willing to do three things:
1.Aim high. Don't rest until you've done everything you can do to make your organization as resilient, inventive, inspiring, and accountable as it can be.
2.Challenge the status quo. Most of us work in organizations governed by principles invented before 1920 (and by individuals born in the 19th century). You have to be a relentless contrarian to peel away the operating assumptions and built-in beliefs that surround us like wallpaper.
3.Explore the fringe. The future doesn't happen in the corner office or the conference room. It starts out there, on the edges, around the bend. You have to be willing to get out of your comfort zone and venture into unlikely realms if you want to keep yourself and your organization changing ahead of the times.
Today's aspiring management innovators have a real advantage when it comes to reinventing the organization. Unlike the early management pioneers who set themselves the task of turning free-thinking flesh-and-blood human beings into semi-programmable robots, we are working with the grain of human nature. We know that the only way to build an organization that's truly fit for the future is to build one that's truly fit for human beings. (SOURCE)
It has been ages since I have been posting - mostly due to life (excuses, excuses...). Today as I was scrolling through some online articles this heading caught my eye "Is your company fit for human beings". It doesn't matter who I talk to - everyone has a story about Organizational Development issues within their companies. It has been written about, researched, blogged, tweeted, published etc.. to death - so why is this still a problem?
I think this mostly stems to the fact that with any human related problem there are too many variables that impact business. Therefore, I think there will always be work for OD Consultants! :)
Here is an excerpt from that article:
The good news is that there's a great deal of energy and ingenuity around experimenting with radical management practices in organizations of every stripe. The tougher news is that no organization is exempt from a daunting array of challenges:
•In a world where exponential change is the new normal, how do you build a company that can change as fast as change itself?
•In a world where no organization is protected from intense, unpredictable, disruptive competition, how do you make innovation everybody's job, every day?
•In a world where knowledge itself is becoming a commodity, how do you cultivate an environment that engages and unleashes the gifts of each person's imagination, initiative, and passion?
•In a world of increasingly limited resources, how do we rethink what it means to win so that profit comes not from gaming the system but from changing the game for everyone?
As Gary Hamel argues in the video Reinventing the Technology of Human Accomplishment, you can't tackle those mega-challenges if you're not willing to do three things:
1.Aim high. Don't rest until you've done everything you can do to make your organization as resilient, inventive, inspiring, and accountable as it can be.
2.Challenge the status quo. Most of us work in organizations governed by principles invented before 1920 (and by individuals born in the 19th century). You have to be a relentless contrarian to peel away the operating assumptions and built-in beliefs that surround us like wallpaper.
3.Explore the fringe. The future doesn't happen in the corner office or the conference room. It starts out there, on the edges, around the bend. You have to be willing to get out of your comfort zone and venture into unlikely realms if you want to keep yourself and your organization changing ahead of the times.
Today's aspiring management innovators have a real advantage when it comes to reinventing the organization. Unlike the early management pioneers who set themselves the task of turning free-thinking flesh-and-blood human beings into semi-programmable robots, we are working with the grain of human nature. We know that the only way to build an organization that's truly fit for the future is to build one that's truly fit for human beings. (SOURCE)
