How Fit is Your Business? Part 2 Flexibility

How Fit is Your Business? Part 2: Flexibility

In this series, we’ve already learned that keeping your business “Fit” will keep your movies agile. Agility, along with adaptability and resourcefulness are the keys to maintaining our next business performance indicator: Flexibility.

Have you developed the competence and capacity to adapt when things don’t go as planned?

Remember, strength and flexibility are interconnected.  The more flexible you are physically the more access you have to the strength of your entire muscle. However, too much flexibility without strength can lead to instability. The reverse is also a problem.

In the gym, if we only concentrate on strength, our muscle fibers shorten and limit our flexibility and range of motion (you’ve heard of the term ‘muscle-bound’), and this can lead to injury.

In business, flexibility means being able to use your core strengths to adapt to and respond effectively to both challenges and opportunities.

This is the essence of what I have come to call The Agility Shift. Without the capacity for agility, no business can sustain its relevance or results.

Practice Flexibility

Just as our bodies need intentional practices to maintain flexibility, so do our organizations. Without intention, the muscles in our bodies and our organizations will atrophy.

We can all name brands, businesses, even entire industries that allowed their success to lull them into believing that they did not need to continue to adapt and innovate. Most athletes know they are only as good as their most recent competition, and soon after an event, they jump right back into the gym.  

No matter if we are working out or planning the future of our organization, training means we are pushing performance to the next level.

How Can You and Your Organization Become More Flexible in 2018?

I highlight several ways highly flexible and innovative organizations stay that way in my books From Workspace to Playspace and The Agility Shift. It starts with a mindset shift and extends to shifts in the ways you work and do business, as well as highly adaptable systems and processes.

It starts with a mindset shift and extends to shifts in the ways you work and do business, as well as highly adaptable systems and processes.

 

One of the best ways to improve collaboration and flexibility only takes a few minutes.  Try it the next time you meet with your team. Kick off your meeting with a quick improv or agility exercise, here is one of my favorites.

Where and how do you and your team “work out” to maintain your strength and flexibility to meet the next opportunity?

What will it cost you NOT to be AGILE in 2018?

What will it cost you NOT to be agile in 2018? Here’s what to do about it!

Welcome to the new year! Full of possibilities, new goals and initiatives. Speaking of new initiatives: in working with organizations, I am often asked to help make the business case for improved agility to ensure buy-in from leadership, the board and across the organization. The case is compelling and I’ve detailed it in my recent book and a number of previous articles, as well as in every keynote and workshop I give.

The case includes studies that show a strong relationship between organizational agility and sustained results (which, of course, is the ultimate metric for agile success). In my workshops, I regularly invite participants to identify their own industry or even role-specific ROI for agility. We start by asking: What will be improved if you or your team/organization were more agile?

 

Many respond with variations of examples I have already shared, such as increased market share and improved time to market. Others struggle to identify specific success indicators. When people struggle to identify what could be improved, I have found it often helps to flip the question and ask: 

 

What will it cost you NOT to be more agile?

 

Or what will you lose if your competitors are more agile than you in 2018? It may be helpful to answer this question in 1, 3, 5 and 10 year increments. While indicators like market share and time to market are still at risk, flipping the question might also unearth more costs.

Here are just a few candidates:

  • Brand relevance
  • Ability to attract and retain top talent
  • Customer satisfaction/loyalty
  • Overall competitiveness
  • Profitability

Depending on your industry, you will likely find that within a few years not becoming more agile is actually an existential threat . 

 

Determining the potential cost or benefit of becoming more agile in 2018 is more than an intellectual exercise. It is an opportunity to engage the passion and commitment necessary to sustain agile practices across the enterprise.

 

In the Harvard Business Review article that previewed his still influential book, Leading Change (1996), John P. Kotter identified not establishing a great enough sense of urgency as the number one reason change efforts fail. Unless your ability to be agile is elevated to an urgent strategic priority, your likelihood of success is minimal.

The good news is that for those that develop this sense of urgency, the success rate may be as high as 75% (Kotter, 2006). As you look ahead to all you want to create and accomplish in the new year, take time to engage your colleagues’ hearts and minds in the urgent need to develop organization-wide competence, capacity and confidence to execute your strategy with agility.

Kotter, J. (2006). Leading change: Why transformation efforts fail. Harvard Business Review, Best of HBR, 2006 (1710), 1-10.

 

 

Need help becoming more agile in 2018?

Contact Pamela Meyer About Consulting

Through a wide range of consulting services, Meyer Creativity Associates, led by Pamela Meyer, Ph.D., will help you improve your organization’s results.

Intentional Agility – Don’t Leave Agility to Chance

In the past several years working with organizations that want to be more agile and innovative, I have noticed a common theme: Those that are successful don’t leave their agility to chance.  Agile leaders, teams and organizations intentionally and consistently maintain a mindset, behaviors and practices that enhance their capacity to respond effectively to unexpected challenges and opportunities.

I have outlined a number of these practices in past posts that focus on individual (http://pamela-meyer.com/be-more-agile-in-2016/) and team agility http://pamela-meyer.com/how-to-help-your-team-and-yourself-be-more-agile/ .

If You Are Not Challenging Yourself, You Are Not Changing

The best way to ensure you and your organization are maintaining and expanding your capacity for agility is echoed in the heading above. The slogan is regularly shouted out during the spin classes and boot camps I (sometimes reluctantly) take to maintain my own fitness and physical agility. The boot camp coaching, however, applies well beyond the gym.

The blessing and curse of the human (and by extension) organizational condition is that we tend to default to our comfort zones and routines. Even experiences that were once a stretch (such as a challenging workout) can become a comfortable routine over time. This is why learning agile leaders are constantly seeking out new stretch experiences and are always acquiring new skills and knowledge.

The bottom line is that sustained performance over time, the truest indicator of agility, takes regular, intentional practice.

You would not expect to become a contender in a tennis tournament, 5K race or even weekend softball league while reclining on your couch, any more than you can expect to compete in an ever-changing marketplace by resting on past successes.

Want to assess your current capacity for agility and discover the best place to put your time and resources?

Take the Agility Shift Inquiry: http://www.theagilityshift.com/

What intentional practices do you employ to maintain and expand your ability to respond to new opportunities and challenges?

Four Keys to Creating an Agile Organization

Just because you can hit a tennis ball, doesn’t mean you can win a game.

Pamela Meyer Agility Expert

Many of us weekend warriors know that our brilliant rallies with the backboard, don’t always translate to a stunning performance on the court. The same is true in our organizations; having the skills and knowledge (competence) for agility does not necessarily mean that you and your organization have the ability to put it into action in the midst of volatile, uncertain, complex and ambiguous (VUCA) situations (Stiehm and Townsend, 2002).

For an organization to be truly agile it must develop the capacity at all levels of the system to enhance and sustain agility. Leaders can assess their systems, processes and frameworks for their current capacity for agility, and enhance them for maximum responsiveness. Here are a few places to start, along with some provocative questions to ask:

  1. Systems and processes to convene a team of experts to respond effectively to an unexpected event or opportunity. Does your organization have a strategy to use existing technology to easily search for and assemble people based on their expertise and experience?
  2. Systems and processes that enable agile communication and collaboration. Do you have the capability to swiftly communicate with the right stakeholders in the midst of a fluid situation and/or high priority collaboration
  3. Frameworks to quickly develop new products and services (Rapid prototyping). Do your employees across job functions and business units know where to take a new product or service idea and how to move it smoothly from inception to execution? Does your organization have the capacity to rapidly prototype a new product or service in response to an emerging need or opportunity?
  4. Streamlined organizational structure and decision-making processes. Research shows that organizations that have minimal structure necessary for their specific business are more able to improvise (Moorman & Miner, 1998). Does your organizational structure and decision-making process enhance or impede agility?

With systems and processes that enable rather than impede responsiveness, organizations have a foundation for agility. This “agile infrastructure” alone will not insure individuals, teams and the entire organizational system is agile, only that the infrastructure will not be part of the problem. Organizations that are confident that all of their employees can and will respond effectively to the unexpected and unplanned also invest in developing, reinforcing and rewarding individual and team capacity to improvise to meet the changing needs of the business and its customers.

 

Moorman, C., & Miner, A. S. (1998). Organizational improvisation and organizational memory. Academy of Management Review, 23(4), 698-723.

Stiehm, Judith Hicks, & Townsend, Nicholas W. (2002). The U.S. Army War College: Military education in a democracy. Philadelphia: Temple University Press.

 

This post by Pamela Meyer originally appeared on meyercreativity.com/blog 

From Workplace to Playspace in High-Pressure Organizations

How do we create playspace in very serious, high-pressure, high-stakes environments? I have written about some notable examples of playspace in banking describing the high-engagement experience that Umpqua Bank co-creates each day in From Workplace to Playspace. But what about other high-stakes environments? What about in health care?

How do we make room for engagement, fresh ideas, and open communication when the stakes are literally life and death and there are never enough hours in the day?

Recently, an old friend from high school contacted me to let me know that he was in town for a medical conference. Before reaching out, my friend Dr. John Lanaghan, had poked around my website and without being asked, offered a beautiful answer to this question via email:

“I got to watch one of your recent interviews. Interesting. But I thought that wouldn’t work in a medical workplace–no time for play. Then I kept reflecting on it and realized (long story) how I noticed that it did. I had been at one office for 5 yrs and made an effort to enjoy my time with my co-workers by chatting, celebrating birthdays, kid activities, and playing when possible. Then 5 months ago I started splitting my time between two sites. Suddenly my old site was a bummer and the new location was a pleasure. After your video I realized that I had stopped doing the fun things with the old group, while the new job involved hospital rounds where there was lots of walking and talking and joking. Now I have made an effort to make it to lunch at the same time as my coworkers at the old place and some of the enjoyment of the job is returning.”

When we met for dinner the next night, John shared more about his work. He has spent much of his career in family medicine at the V.A. Medical Center in Iowa City, and had recently begun splitting his time providing palliative care, also in the V.A. system. He acknowledged the challenge of negotiating around large egos and the medical system itself. These were not insurmountable, however, as his own experience and efforts attest. John’s reflections show a deep and intuitive understanding of the ways we can create the space for the play of new ideas and connections in our everyday conversations and interactions. Playspace is not always (or even often) about our traditional conception of play—it is about the space that enables us to engage as whole human beings.

Thank you, John Lanaghan, M.D., for sharing your reflections and to all who co-create playspace doing extra-ordinary work in often challenging circumstances each day!