In the current period, most companies are struggling - either their income is plummeting (e.g. airlines), their efficiency and productivity drops (due to unusual work conditions), and some are totally overwhelmed with a new level of demand (e.g. online grocery shops). When I hear the people in my network, we agree that old recipes won't work to overcome these challenges.
Many people are afraid in these times of uncertainty - nobody is able to say where we will be in 3 months time. This fear provokes negative feelings and rush reactions. Some leaders resort to old habits, like pushing people to reach financial targets at all costs, like adding more control over their employees, like neglecting what the company and team stand for. These reactions might work for today, though they will create frustration and might very well jeopardise a quick recovery in the near future. And we are all guilty reacting with a quick fix, right?
We at Hive17 Consulting suggest a different approach - an approach that requires a little bit of reflection at the start. This will allows the leaders to guide their teams, their companies to a fast and sustainable success - Slowdown to Speedup. In our approach we suggest three ingredients: positivity, creativity and agility.
Positivity - Neurosciences tells us that in moments of change we are preferably in a positive emotional state; then our neurotransmitters can establish new connections and better adapt to change. As a leader, this means we should feel healthy and content ourselves and maintain a positive outlook for the future. With this foundation, we can guide our teams through this uncertain times and give them a meaningful direction, a collective dream. In my experience, empathy and a good understanding of the people around us help us to convey these messages successfully and engage all of us with authenticity. Let's put some enjoyment back in our work.
Creativity - Old recipes won't work. This means we need new solutions to new challenges. How can we use the uncertainty to our advantage and strive? At first, we suggest to to formulate the "problems" as opportunities; for example, instead of cutting costs, let's say that we want to maximise the value creation with the asset we have. Many people say that creativity is innate - we all have it in us. As leaders we can facilitate creativity by removing restrictions and encourage bold, crazy ideas.
Agility - Once we have these crazy, positive solutions, we need speed to execute them. Though, agility is not only velocity; it also means flexibility and importantly a learning attitude. The collective dream gives us the long-term direction. And, this will be the input to make decisions while we execute smaller parts of the big solution. During the implementation we might have many assumptions what will work best; let's get started and test them out - step-by-step. As a leader it is important to maintain a safe environment to experiment, fail and encourage learning. Speed is the natural result.
Some of you might say, this takes too much time - I need to react now. Based on my past experience, the actions above might take a couple of days and the first positive results can be seen in 2-4 weeks. On top of that, the teams will achieve magic; rewarding efforts, empowerment and a clear long-term vision will bring the best out of your teams - now and in future.
Our current COVID-19 situation is accelerating at an enormous speed and we can only wish that the peak will be getting closer and all our families and friends stay healthy. At the same time, it is not all gloom - it is an excellent opportunity to take responsibility for our own excellence.
The article here - How Will things Be Different When It's All Over? - is rightly asking the question: what can we as business leaders do now to prepare for the next three phases: Rebound, Recession and Reimagination.
Rebound: are your teams aligned with a collective dream? Do we all run in the same direction? And did we establish effective collaboration routines that create transparency while avoiding micro-management? When I talk to teams struggling with working from home, I often hear that people lack motivation, trust, efficient tools, etc.
Recession: one way to react is to shut down everything - total cost management. For me another question is more forward-looking: how can we maximise value creation with the existing assets. That might mean, we can find new customer groups that have an interest in utilising our assets. And we can take the economic slow-down and review our operations and make the fit for the rebound.
Reimagination: here we can be creative and see new opportunities unfolding. And a human-centric approach will allow us to go deep in understanding our existing customers how their needs have changed. Where are the new value generation opportunities? How did preferences have changed? How can I react fast to deliver on this value? Everyone in the organisation is part of the customer journey; in my experience we all need to work closely together to create an experience for our stakeholders.
Back to the article, it suggest a few inspiring success factors:
Thank you, Daniel Benes, for sharing!
One of my core beliefs is Positive Leadership; I am supporting leaders to adopt a human-centric approach to drive operational excellence. And our recent study showed, that human-centric traits are accelerating innovation: Sustainable Innovation Requires a Solid Foundation.
Some leaders respond to me that they agree to this belief and at the same time fear that they are seen to be weak. Leaders are supposed to be strong, able to command people and need to make "tough decisions" - right? In today's world, uncertainty is accelerating and we can not rely on historic recipes; traditional leadership styles will not deliver fast and sustainable success. Based on a neuroscientific understanding, these leaders will prohibit creativity, stifle motivation and drain energy.
A human-centric personality trait is a strength for today's leaders. Empatic leaders will be able to give energy to people, they will be able instil intrinsic motivation. Giving teams a clear and meaningful direction is vital for long-lasting success. Removing the barriers to creativity and agility will lead to fast results. Be bold, follow your heart and mind, and avoid falling into old patterns.
Thank you Emmanuel, for our conversation that led to this insight.
Digital transformations are in everybody's mind and talk - the topic of the decade, I would almost call it. And multiple studies are quoted that 70% of them have failed. Is it because we set the wrong targets? Do these initiatives fail because leaders are not committed? Can we achieve success while applying the same processes and methods of the past?
On my side, I like to think of transformations in a different way. Instead of leading people from a situation A to a situation B, I suggest to enable the teams to define and achieve their own change - perpetually as a continuous journey. The based principle in my experience to achieve sustainable and fast success for transformations is intrinsic motivation - with two core elements.
Frame - the first key element provides two things to the team members: a direction and boundaries. There are many names and input for this frame: vision, dream, values, strategy, beliefs... All of them are contributing to ensure that our people are putting their efforts on the right things, established in a collective and positive way.
Empowerment - the second key element allows the people to act fast within the defined frame. The main goal of empowerment is to remove barriers and facilitate speed in achieving the collective dream. This is achieved by providing our people with an autonomy of responsibility which means allowing people to experiment, fail and learn. As a result, we will strengthen creativity and agility - contributing value in a short period of time.
This frame and empowerment is a structure which is best achieved by starting with small steps. First, creating a safe environment to get used to this new way of operating. Team members and leaders alike need to experience the benefits, define how this works best for them and enjoy the journey. Then we can expand this new operating model to more, bigger and exciting challenges.
Where do you see success in digital transformation?
My fellow transformation practitioner, Kamales Lardi, published an article sharing her views on the challenges that occur when executing a digital transformation strategy - Digital Transformation: How to develop strategy under uncertainty. A great list for leaders to understand how we can contribute to successful initiatives. And it made me thought, can we even give it another spin, make leaders bolder?
#1 Create a Confident Leadership Team
#2 Thrive in Uncertainty
#3 Create a Frame for Fast Results
#4 Create a Human-centric Organisation
#5 Implement a Structure that Strengthens Creativity and Agility
Am I the bottleneck to our business success?
How do you translate your vision into action?
Do I appreciate the creativity and insights of all people in our organisation?
Beside reading a lot of Science-Fiction books (inspiration to think far far out of the box) and Wired UK (for the latest tech trends), I am also following McKinsey for their solid insights into the business world. And they have this series of Five-Fifty which are great in today's fast paced world; and this one is about change: Five Fifty: The changeable organization.
Yes, we need to change; and yes, we are afraid and resist change. Still I believe that in order to "manage" change, we need to enable our people and our organisation to define the change and then be excited about it. Here is what the research of McKinsey tells us about this.
How do you prepare for exciting digital transformations?
* Organizational health: A fast track to performance improvement
Tim is a change practitioner in the area of innovation and excellence. He is working with teams to accelerate innovation, collaboration and agility.