This is an age of rapid innovation. As with any cycle, innovation cycle also brings with it enormous churn. In the race to win in Digital, organizations who want to flaunt their Digital prowess as well as those who are Beginners will be trying to grab the next holy grail or to draw advantages.
Organizations will be experimenting with various ideas in terms of process innovation, product innovation, strategy innovation. In any of these areas, there will be a significant change in the organization in terms of processes, hierarchies, flow of work, pace of work, collaboration, operational frameworks etc.
And these have cascading impact on the people working on these areas internally within an organization. Not restricted to the teams / focus groups working towards their Digital goals. The impact will be felt beyond. New paradigms come in, new ways-of-working, and whole organization is geared up and aligned to work in that fashion.
There could be probably multiple fronts / themes simultaneously happening and few of them will succeed and few of them will fail. Some of the ideas will have to be cast aside and some more will have to be pursued with more support.
The concept of feedback loop - where an organization Acts, Checks, takes corrective measures, Acts again, corrects again, Acts again... - this is a continuous process. And stability may take some time to come. Particularly in unchartered waters.
It could be in the area of setting up customer care operations or it could be cannibalising one's own function / revenue towards a better democratized revenue stream.
When such failures happen or mid-course corrections happen, it will impact the larger organization. New ways-of-working, having been set few months back will be revisited and changed yet again. Same with the way departments & functions collaborate. There could be additional flows or reduced flows. There could be additional roles / merged roles.
This will look like too many chops & churns. However, it is not so. This is how it is. And probably has to be. This is experimentation. Nothing is certain until it is certain. And in my opinion, this is how organizations are going to be for quite some time to come.
This is where HR can and should play a major role.
How HR provides maturity to the organization, its leaders, its managers, its employees will define the agility of HR as well as the organization, not only in innovating but also in casting aside ideas that are not working and moving forward.
Five basic things that will help HR to handle turbulent times:
Organizations will be experimenting with various ideas in terms of process innovation, product innovation, strategy innovation. In any of these areas, there will be a significant change in the organization in terms of processes, hierarchies, flow of work, pace of work, collaboration, operational frameworks etc.
And these have cascading impact on the people working on these areas internally within an organization. Not restricted to the teams / focus groups working towards their Digital goals. The impact will be felt beyond. New paradigms come in, new ways-of-working, and whole organization is geared up and aligned to work in that fashion.
The concept of feedback loop - where an organization Acts, Checks, takes corrective measures, Acts again, corrects again, Acts again... - this is a continuous process. And stability may take some time to come. Particularly in unchartered waters.
It could be in the area of setting up customer care operations or it could be cannibalising one's own function / revenue towards a better democratized revenue stream.
When such failures happen or mid-course corrections happen, it will impact the larger organization. New ways-of-working, having been set few months back will be revisited and changed yet again. Same with the way departments & functions collaborate. There could be additional flows or reduced flows. There could be additional roles / merged roles.
This will look like too many chops & churns. However, it is not so. This is how it is. And probably has to be. This is experimentation. Nothing is certain until it is certain. And in my opinion, this is how organizations are going to be for quite some time to come.
This is where HR can and should play a major role.
How HR provides maturity to the organization, its leaders, its managers, its employees will define the agility of HR as well as the organization, not only in innovating but also in casting aside ideas that are not working and moving forward.
Five basic things that will help HR to handle turbulent times:
- Communication - with Leaders, Managers & Employees;
- Counselling - Leaders to communicate;
- Collaborating - with Leaders, Managers & Employees;
- Coaching - Leaders to discuss and explain the constant changes;
- Cascading - spreading lessons learnt across the organization
It is those organizations, that have strong HR leadership and presence, that will successfully manage to ride the choppy waters.
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