- How why innovation! people leveraged the same techniques that we advise our clients to use for our own company goal setting
- The blurry gap between organisational change and transformation and why it is important for business leaders to adopt a human centred approach
- Change isn’t just about planning new things – it’s about understanding what makes your organisation unique, building a shared vision and incrementally evolving.
- Most successful transformations start with building a common understanding of the current state. What’s next?
The concept of a “totem” originates from the indigenous North American Ojibwe culture. It could be a spirit being, object, or symbol that serves as an emblem of a group of believers. At why innovation!, we like to use this concept to guide our regular gatherings - as our consultant Pedro Pimentel described, “(it is) to celebrate, to admire, to pray, to evolve!”
Last week, 26 whyers came together to the Red Dot for the most recent instalment of what we call “Totem Dancing”. Whilst we don’t call upon any spirits directly, we get together to share our most recent experiences, catch up with those we haven’t seen in a while, but also to imagine the future and build a vision for what we want to achieve together – always centred on creating better ways to support our clients in their plans for digital leadership and transformation.
Traditionally, organisational change is seen as incremental or organic change, often delivered in large structured programs, whilst transformation has typically been associated with disruptive or discontinuous growth, focused on catalysing change. However, as pointed out by Paul Oh (one of our change experts in Hong Kong) and confirmed through our combined experience, both are best delivered incrementally to deal with VUCA (volatile, uncertain, complex, and ambiguous) environment, due the constant re-assessment and planning required.
Over the past five years, we have helped over 30 mainly large companies to embrace agile and innovation across the organisation. We have seen that the most successful change initiatives aren’t just about ‘big bang transformation’ or adopting the latest trendy frameworks. We have seen that change doesn’t just happen by top-down leadership or flying in consultants to run one-off workshops to put together a 5-year plan.
The most successful change requires an ability to listen to all levels of the organisation and constantly review, plan and evolve- getting feedback and adapting these plans on a monthly or shorter cadence. This all starts with building a common understanding of the current state; having the right metrics for success, but most of all, it is about building a shared belief in the vision for the future.
Now the hard work to make it a reality is ahead of us – and we hope that we can involve you in being part of this journey!