Like geese, whose evolved instincts lead them home, agile Alignment Leaders® need to be able to utilize the talents and abilities of team members in creative ways to overcome the challenges incident to a global crisis.
An inherent challenge of introducing change into an organization is understanding and accounting for impacts to this complexity. Consider the following dimensions as you align your systems.
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.
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.
When preparing for an organization design, effective communication is the foundation for smooth process. The cornerstone of that foundation is consistency and cadence.
Developing initiatives that nurture strong alignment leadership capabilities in people throughout the organization should be a priority. Master these five competencies to effectively drive change for success.
While there are many advantages to acquiring other companies, without prompt, full realignment, organizations may experience operational disruptions and competitive missteps.