Why don’t the recipes for successfully innovating in one company transfer to another? How can one organisation manage to reinvent itself, but another can’t? What explains the attractiveness of working at certain corporations over others?
The difference is culture, and shaping organisational culture should be an area of attention for leaders and organisations.
The COVID-19 pandemic brought with it a lot of volatility, uncertainty and complexity for many organisations. It is safe to say that organisations had no choice but to re-evaluate their purpose, strategies, business models and organisational cultures in order to survive during and post the pandemic. The survival of these organisations also relied on their employees and their level of engagement and commitment. For most organisations, the unfortunate took place, where they found themselves faced with high staff turnover rates.
In these times of change, there’s a higher risk of silos forming in your organisation. Silos are no place for your organisation’s knowledge, ideas and talent. Communication and expertise should flow freely throughout your organisation to ensure everyone benefits. This way, innovation and positive organisational change can flourish.
Every organisation undergoes a transformational change a number of times, as it is critical for organisations to reorganise and realign themselves to rapidly respond to technological changes and ever changing and increasing market demands. Strategy reviews also need to be conducted often to ensure that the organisation is still moving in the right direction, and that it is well structured and capacitated to do so. However, much as change is a necessary part of every organisation's growth, if too much of it is effected in a short space of time, or the results are hardly realised ~ organisations might find themselves having to manage change fatigue resulting from some of the above mentioned factors.