So many improvements in an organization depend on not just talking about change, but actually implementing change - specifically: - improving culture - especially at the individual level around owning and delivering on concrete goals or everyday processes - strong accountability - especially around tasking, outcomes and ownership to get-things-done - rising productivity - especially around digital-first and digitally-savvy behaviors like asynchronous work, and peer-to-peer knowledge transfer - continuous improvement in processes - especially via crowdsourced ideas for improvement becoming adopted by everyone - continuous innovation - especially in a way that's process-driven so that lots of ideas can go through a pre-designed funnel Which of the following are true, in your organization?
Accountability - There's no system for accountability - we just rely on people keeping their word31%
Innovation - There's a structured process to contribute an idea and see the eventual outcome and decisions51%
People - Our company finds it difficult to do any of the above33%
People - Laggards hold things back but certain people and teams make it happen32%
General - We find it difficult to do any of the above17%
IT - We are held back from most of the above by legacy systems and a dependence on IT24%
Processes and Workflow - We've reached a point where email, chat and documentation have been replaced with accountable tasking and repeatable processes19%
Processes and Workflow - We publish processes or documentation and try to keep it up-to-date14%
Something else (comments below)1%
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Sorry - I forgot to add another option to the poll when I created it:
- We ensure any change or disruption is done by outside companies or consultants, or we push anything new and disruptive to people or entities outside our own company.
part of the issue in any change management activity (digital, data, analytics initiatives) is that the amygdala equates uncertainty with threat, and change by its very nature is uncertain. Hence, the amygdala generates emotional energy that creates resistance to change. Until we start to understand how the brain interprets information and responds at a non-conscious level all change activities will be sub-optimal.