Would you rather have an employee move internally or move out of the organization?
In today’s complex, interconnected and rapidly changing environment, it is more important than ever that organisations can respond quickly whilst still achieving efficiencies of scale. A key enabler of this is having the right organisational design, and recognising that the design of yesterday (designed for efficiency and assuming predictable patterns) will no longer work in the digital age, where agility and speed of response is key.
Matrix working – please click to enlarge the image
While I was attending a Leadership Retreat (CTI) last week, we were asked to identify what we need to let go of, in order to become a better leader. For me, it was “letting go of the idea that people are idiots”. Of course, I don’t mean you, dear reader, it’s everyone else.
In a Utopian workplace environment, every employee would arrive with a smile on their face, diligently work on projects about which they are passionate, interact with and assist their colleagues, have a great relationship with their boss, and when the going gets tough they would roll up their sleeves and pitch in without a second thought.
The two biggest issues faced by organisations today are the changing business context and the changing people context.
The changing business context
One of the challenges involved in building a high performing team is selecting the right people. You can’t build a high performing team with low performing people so who you let into your organisation matters. It is arguably one of the most important decisions you make especially if your team is small.
Hiring someone is supposed to give your team (and you) a great level of capability. You should be able to deliver more. But if you get it wrong and hire the wrong person you will create management challenges that take up your time rather than ‘free up’ your time.
Strategy creates competitive advantage,
People and a culture of innovation sustains it and
Technology and communications are the means by which it is delivered.
How is Brexit currently mirroring most corporate change?
Theresa May and her trusted team (the Board) are currently spending a lot of time behind closed doors, with little outcome. The people (your people), know that change is on the horizon, they know it needs to happen by a certain date, but nothing is happening. People want to know how it might impact them, their work and their families, but nothing.
In recent times, more and more attention is given to the importance of mental health in the workplace. We now know what is at stake when we don’t create safe, sound working environments. In Australia, mental health compensation claims annually cost $145.9 million and the resulting absenteeism costs a further $4.7 billion.
To be honest, I haven’t totally figured out all of the details of the inner workings of the blockchain technology. And, I do not think I will ever try to as some of it is very technical. I also do not believe that Procurement professionals should do it either. However, it is important to understand the implications of the blockchain technology. Because of the way the blockchain works, it has unique characteristics that represent a breakthrough with tremendous value for Procurement.