Learning Organizations Sense and Adapt To Outcompete Rivals

In today’s competitive climate, innovation in products and services is necessary, but not sufficient. To become innovators and disruptors, companies must innovate their organizational and managerial approaches, reduce bureaucracy, and evolve leadership styles and cultures. Learning organizations sense and respond to the challenges confronting them and the internal impediments limiting their employees from optimal performance.

Adapting your organization and culture for competitive advantage is built on the critical foundational element of Organizational Adaptability.

Components of Organizational Adaptability

What is Organizational Adaptability?

In the age of increasing volatility, uncertainty, complexity, and ambiguity (VUCA), organizations can’t compete successfully if they remain static. Processes, structures, culture, and even management models must  evolve continuously. We identify three indicators of Organizational Adaptability:

  1. The ability to innovate management models
  2. Lean flow through business processes
  3. Closely aligned structures, roles and incentives

1. Innovate Management Models

At this level of competency, organizations:

  • Evolve continuous portfolio, budgeting, and planning approaches to be lean and responsive
  • Identify and fix organizational constraints, breaking dependencies rather than managing them
  • Realign manager goals and responsibilities to include aspects of leadership and organizational environment design

2. Lean Out Business Process Flows

At this level of competency, organizations:

  • Identify and optimize entire value streams, focusing improvements on constraints
  • Adapt metrics and measures to reflect customer outcomes, value delivery, and learning
  • Frequent planning cadence that aligns strategy and execution
  • Have transparent, open-door communication between all roles

3. Align Structures, Roles and Incentives

At this level of competency, organizations:

  • Ensure that structures, roles, and incentives encourage desired behaviors and outcomes
  • Align company goals, team goals, and individual goals
  • Modernize performance management; focus on team outcomes over individual heroics; abandon outdated stack-ranking and curve-fit approaches

Our Transformation Solution

Agile transformation is the method by which organizations and the people within them change structurally and internally to thrive at the pace of change. Our Agile Delivery solution domain unifies rapid responsive delivery capability with an organizational capability to lead and manage effectively through change. Our transformation solution domains are cumulative, collectively yielding the set of organizational capabilities required for competitive business agility.

What’s Next?

Connect with a Solutions Consultant who can help you adapt your organization and culture for Agile transformation. Get the experts. Nothing Less.

Connect with a Solutions Consultant

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