![]() Humans have simply never had to coordinate and collaborate at this scale or at this speed. No aspect of our lives is immune: we’re struggling with it in our organizations, governments, cities, and cultures. The latter half of the 20th century birthed the first companies large enough and wealthy enough to rival nations, and the 21st century has given rise to companies that scale to that size and power within a matter of years. These conditions are the product of a world where technology can scale exponentially, but people cannot. Let’s be clear, though: you as a leader are not to blame for these conditions. Reach out to see how we might be able to help your organization. NOBL has helped world-famous organizations consciously design more effective cultures and business units. We lose the organizational culture we worked so hard to cultivate, and eventually we lose outright to our competitors. Our products become more of a reflection of our org chart than our user’s needs. Our tools shape us, rather than the other way around. We lose our best people, and suppress the collective potential of the people who remain. In both large and scaling companies, without organizational design, we use the wrong performance measures, and then those measures become our priorities. What processes should be more defined, which should remain flexible? Will catered meals and ball pits be enough to retain our best colleagues? How do we hire and onboard the next onslaught of new employees, and who will do it? Work feels like a frenzy of uncertain choices, none of which we feel we can afford to flub. We know that what got us here won’t be what gets us to the next horizon, but we’re unsure what steps to take. In rapidly scaling startups, many of us feel lost and overwhelmed. Work feels like a treadmill from which we can’t escape. We crave some semblance of work/life balance, but rarely find a calm moment to even discuss it. We’re tasked with responding to a faster world by working longer and harder, not smarter. We’ve become less customer centric, and can’t see how our actions impact the big picture. Bureaucracy stands in our way of moving work forward. In large companies, many of us feel stifled. Business Leaders Face Many Organizational Design Challenges But all of us know when work hasn’t been consciously designed. But like design thinking when it was introduced, most leaders haven’t experienced org design first-hand or had training in how it works successfully. Org design is the next frontier of design thinking, and according to Deloitte, it’s an important concern for more than 90% of senior leaders. When you apply design thinking to the shared experiences of customers and employees, it’s called service design.Īnd when you apply design thinking to the way companies behave and change, it’s called organizational design (org design for short). When you put the user at the center of a product design process, it’s called design thinking. PART ONE: WHY COMPANIES NEED ORGANIZATIONAL DESIGN As leaders in this discipline, we’ve decided to share our perspectives and tools with the hope of educating others and contributing to the growing body of open-source knowledge. If you are interested in organizational structures, leadership, transformational work, and social impact, this discussion is for you.At NOBL, we help ambitious leaders accelerate business transformation through organizational design. Kristin and Be Social Change Co-Founder and CEO, Marcos Salazar, will discuss how people and businesses can adapt to changing landscapes, the ingredients for teams that transform challenges into opportunities, and how we can apply change management principles to daily life. Join this conversation with change management leader, Kristin Demafeliz, a member of the NOBL Collective, who advises organizations in how to improve teams and cultures. It is also an incredible pathway for teams to identify and create their greatest social impact. Change management is a vital tool for organizations and individuals to apply to their work and lifestyles. How can change management transform companies’ impact for the better? What change management principles are useful to individual transformation?Ģ020 has reinforced that change is inevitable, rapid, and unpredictable, and that adaptable organizations are more likely to survive and thrive.
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