Asking engaging questions can increase innovation and reduce business risk because it effectively enables the root causes of issues to be revealed – showing you the real truth of what is happening within your organization.
The reasons for redesign failure can be organizational or behavioral. Here’s five of the most common reasons a redesign fails to deliver its expected results.
These three steps are an effective way to clarify strategic intent, get teams aligned and develop and manage integration plans during an acquisition.
If you feel like you are in constant change without the benefit of results, you are possibly not planning your changes strategically and with your organizational design in mind.
What are the dangers of letting the fear of missing out prompt an organization design? Learn the two most important reasons an organization transformation should occur.
The process of goal-setting is a powerful tool for motivation and increased productivity. It can help each employee understand how they contribute to the organization’s bigger objectives.
Differences need not be eliminated or repressed during the Winter holidays. Instead, affirm the right to dispute and help others celebrate diversity rather than turning away from something different.
Leaders must transcend their feelings of fear during times of change and help their organization team members embrace the necessary changes. This will allow for the best changes to happen and the organization to achieve a successful outcome.
What is the solution to gaining and keeping a competitive advantage in your organization design? Learn to bring strategy back into your thinking and focus.
When kicking off a transformation, leaders need to hold themselves accountable as well as establish accountability mechanisms for everyone to ensure the best results.