Posts in leadership

Creating agile teams

Creating agile teams within the organisation’s ecosystem

juli 11th, 2018 Posted by change processes, HRM, leadership, management No Comment yet

Last week, I wrote about how a more agile ecosystem can be created within the organisation from the workforce perspective. The article briefly discussed how classic constructs need to change on various levels – on a technical, team, leadership and personal development level- to become agile and only scratched the surface of each of these topics.

This article will zoom in on the creation of a dynamic team structure within the organisation. While last week I wrote about “what” is needed to become more agile as an organisation from a workforce perspective, this article focuses on “how” organisations can ready themselves for this new way of working.

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A workforce leading to agility

A workforce leading to agility

juli 1st, 2018 Posted by change processes, leadership, management No Comment yet

Countless organisations are now committed to achieving organisational agility. When talking about making an organisation more agile, we mean focusing on integrating processes, changing corporate characteristics – for instance, the decision-making dynamics- and forming new sociotechnical views at all levels of the organisation in order to enhance the organisation’s ability to create a sustainable, innovative and with that competitive strategies that have the ability to transform continuously.

This agile approach obviously differs greatly from our more traditional corporate processes, which are optimised for efficiency, using rigid processes and traditional structures like linear models and top-down controls and have proved to be less effective in today’s society where the competitive advantage is dependent on an entrepreneurial mindset and on high-speed innovation.

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A fluid career on the rise

How to tackle the rise of the fluid career

juni 11th, 2018 Posted by HRM, leadership, management No Comment yet

Technology, changing business strategies -like the continuously changing processes of restructuring-, the lengthened work life and a more flexible job approach are all impacting today’s labour market and are shattering traditional bureaucracies all around the globe.

In response to these market shifts, the traditional linear career is taking a backseat and the multidirectional or fluid career is on the rise.

Remarkably enough, many employees are navigating through these career-defining changes alone as employers are still hanging on to the more traditional constructs of HR causing a disconnect between the employer and employee.

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