When it comes to organizational agility, what are some of the key do’s and don’ts?
Start with a strong foundation. Organizational agility is accomplished through speed AND stability. When thinking of foundation, it starts with leadership. So, your business should be investing in leaders who manage results rather than tasks. Strong leaders who listen and engage employees make the difference in any culture.
One example here is the fallacy of an annual survey for employee feedback. Many companies think this is empowering enough, but so much can change in a year that this is more of a missed opportunity than anything else. Strong leaders should be ready to listen, engage with questions, and fully understand how happy and engaged their teams are.
What is the biggest opportunity that CEO’s have when it comes to organizational agility?
The focus on speed – Many people have speed blinders, and they come from a good place, trying to stay relevant and innovate. However, those things don’t work without that stable foundation, as it just leads to a lopsided focus. Many CEOs think that investing in speed, innovation, and agility is the only thing to focus on. However, if you don’t balance that with investing in employees and creating a solid foundation, your plan will collapse under pressure. The solution: Culture is something that is built over time.
Organizational agility is an invaluable asset to any business, but it can be difficult to implement. With that said, it’s well worth the time and effort. If you are struggling in this area please reach out to Alison and our team of advisors to help. We are happy to have a conversation.
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