Month: May 2019
What is an acceptable pace of change for your organization? The root of all improvement lies in change. Should we go all out with unmanaged chaos, or manage change as part of a strategy through extensive controls? How does your enterprise identify and engage what the appropriate pace of change is? How do you balance change to affect positive business outcomes?
How fast does your company need to innovate to stay competitive?
Remember the wisdom of Jack Welch, “If the rate of change on the outside exceeds the rate of change on the inside, the end is near.”
The answer lies in the balance of new and/or improved thinking tools, ways of working, and even ways of feeling as an organization. Every organization is unique and therefore requires a unique approach to managing change. We can always start with existing ideas and tooling and fit to purpose. Choose wisely, and actively engage and match the pace of change to the needs of innovation.
I am particularly fascinated by Rimac and their explosive growth and ability to continuously and relentlessly improve and match the external markets demand for innovation.
“We need to change everything. The whole company changes pretty much every year. – Mate Rimac”
Company founder and CEO Mate Rimac takes you deeper behind the scenes than most journalists have ever been. And this is only the first episode of the four they’ve produced.
Agile organizations are becoming more common because of the increased appreciation for their transformational gains. With this movement, we are assisting at the emergence of a new breed of enterprise architects that are becoming instrumental in making their corporation more agile. It requires a major culture shift where enterprise architects need to collaborate frequently with different stakeholders within their organization.
What flavor of psychological safety does your organization have?
The social media version? Where any dissenting opinions are attacked.
Does your organization favor freedom of speech and ideas, and innovation? Possess a culture of learning?
Or does your company culture reward speaking up with ridicule and punishment?