The world is changing due to extreme events like a pandemic. The purpose of leadership therefore needs to change accordingly. The natural response to a crisis is often the opposite of leadership. With fear as a counselor, we can see a reversion to traditional control and processes. The underlying cause of this is the need for safety and security. Precisely during extreme events leaders can make the difference. In these events the market and employees need different forms of stimulation and support.
Organizational agility requires a cultural transition. Too often, transformations get stuck in the blueprints of pre-planned waves of change. In large, top-down transition projects, change implementation is mandated across the organization. This method is rarely effective and often merely establishes a limited, temporary effect. The new way of change consists of many micro-interventions from leadership that bring about a mega-change. The micro-interventions are small, powerful, and applicable at any time. These bring about a more effective organization with a culture to match.
This article is published in . Agile NXT is the magazine full of inspiration for professionals on the emerging Agile journey. Theme of #2: New Insights for Agile Performance Management.
Robotization has gained the attention of companies and markets across all sectors. According to research on digital customer support, Dutch consumers have high confidence in robo-advice and consider digital advisers as reliable as their human counterparts. As collaborations between artificial intelligence (AI) and Agile teams become the new normal, organizations must embrace a new way of working. Rather than a far-off, sci-fi fantasy, the future is now. Is your organization ready?
Topics: Agile Transformations