Nurturing and Supporting Agility from Top Down [#Agility #TopDown #AgileViews]

Nurturing and Supporting Agility from Top Down [#Agility #TopDown #AgileViews]

In this era of rapid change, organizations need agility to meet customer needs and to survive. Agility refers to the ability of an organization to respond quickly to challenges like new technology, competition, changing needs of consumers and sudden shifts in the business environment.

“It takes more than smart people and good data to become agile. Along with good tools and processes, it takes the right combination of resilience, social intelligence and capacity for action, aligned with clear organizational purpose, to create a strong foundation for agility.”
– Mark Marone, Director of research and thought leadership for Dale Carnegie and Associates

Agility must be nurtured and supported from the top down, with these factors:

1. Develop a customer-focused purpose
2. Foster communication
3. Encourage resilience
4. Build self-confidence
5. Promote positivity
6. Instill trust
7. Develop effective tools and processes
8. Enhance capacity for action

1. Develop a customer-focused purpose
When employees maintain a strong focus on customer needs, it empowers them to suggest and advocate for changes that make the organization more responsive in providing value for customers.

2. Foster communication
While it is crucial to communicate clearly to the organization about its goals and concerns, leadership also needs to listen. Being open to the questions and suggestions of all employees results in the ability to respond more quickly to change.

3. Encourage resilience
Encouraging a culture that tolerates the occasional misstep and promotes learning from mistakes helps create resilience.

4. Build self-confidence
Allowing employees to share ideas and learn from missteps helps instill confidence that they have something to contribute, and that they can be relied on to adapt to change.

Modeling self-confidence is insufficient. It is important to show employees you have confidence in them. Self-confidence encourages employees to experiment and explore new solutions.

5. Promote positivity
People with a positive outlook expect and get positive outcomes more often than those without it. Positivity enhances problem-solving and decision-making, helping people think more flexibly, innovatively and creatively.

6. Instill trust
Communicating honestly and following through on expectations helps instill trust, which creates an environment of psychological safety. Knowing leadership will support risk-taking and not blame employees for missteps is key.

Helping employees learn from failures without penalizing them creates an atmosphere where employees are willing to express ideas and opinions, rather than being paralyzed by fear of negative feedback.

7. Develop effective tools and processes
Provide employees with tools and processes to handle new technologies, changes in workplace methods and shifts in customer needs.

8. Enhance capacity for action
Supporting collaboration and creative intelligence helps drive innovation and positive action. Insights and action plans can be derived from cross-functional teams as well as a corporate culture of information-sharing and encouraging creative thinking.

“Involving employees in initiating ideas for change is key to agility. Those closest to the needs of customers are in the best position to identify problems and generate solutions.”
– Mark Marone, Director of research and thought leadership for Dale Carnegie and Associates

Employees who have helped develop solutions in the face of change will be their strongest advocates.

Adapted from:
What companies can do to adapt to rapid change:
Mountain Grove News Journal

Like this? Leave your thoughts below...

Your email address will not be published. Required fields are marked *

This site uses Akismet to reduce spam. Learn how your comment data is processed.

Posted in:


Don`t copy text!