Nothing is worse than an organisation caught up in silos, processes and red lines. These days, the focus must be on agility. In other words, each organisation must develop its ability to adapt quickly to its environment – it is a question of survival!
The most common mistake when we talk about agility is to summarise agility in one characteristic. In reality, there is no such thing as one agile method, but multiple methods, and multiple aspects to consider. It's not enough to just create a new team with a name that sounds like "Silicon Valley".
One of the key factors that is often overlooked is the commitment and personality of the leader at the head of the organisation. Leaders play a strategic role: they can encourage agility or on the contrary, sometimes despite intentions, slow it down.
We all know about DNA. It is the molecule that has all the characteristics of a being. Scientists, Christensen, Dyer and Gregersen attempted to define the DNA of an innovative organisation and found that the starting point is the personality of the founder or manager of the team.
If it is oriented towards innovation, the latter will naturally tend to surround themself with creative profiles. The company will then encourage questioning, observation, collaboration and experimentation. And beyond these practices, it will stimulate a real culture based on the following strong principles:
· Innovation is everyone's business, not just R&D
· Breakthrough innovation is encouraged
· Project teams are small, agile and structured
· Intelligent risk-taking is encouraged
In short, as we can see, the starting point of an agile and innovative organisation is first and foremost the personality and commitment of the leader at its head. Let us remember the words of Peter Drucker: “Leadership consists of raising a person's vision to higher heights, improving a person's performance to higher standards, building a personality that abolishes ordinary limitations.”
If you want to develop your high potential leaders by equipping them with the skills to motivate, engage and manage teams, you can find out more here.
This blog was originally published in the French Cornerstone blog.
Want to keep learning? Explore our products, customer stories, and the latest industry insights.
Decoding artificial intelligence in Human Resources
Artificial intelligence (AI) has revolutionized various industries, but the mystery deepens regarding its application in human resources (HR). Unlike other scenarios where the goals of AI are clear, AI in HR presents unique complexities due to its specific and ever-changing data. HR is one of the most challenging fields for AI implementation. From the nuances of natural language data to the subjective nature of HR concepts, navigating the intersection of AI and HR requires careful consideration. In this article, we will explore the intricate landscape of HR AI, address its challenges, and shed light on its groundbreaking features. it can bring to Human Resource Information Systems. (HRIS)
An adaptative HCM solution that works for everyone
Effectively managing your people means always having the right people with the right skills in the right positions as often as possible. This means supporting individual employees and managers as they complete tasks and actions related to your people and providing a foundation of planning and analysis for your organization. With the Cornerstone HCM platform, you can improve efficiency, engage your people and give your HR teams the tools to make HR a strategic part of your organization.