Strategies for Systemic Changes in the Workplace

The importance of organizational design in nurturing social connections cannot be overstated. Well thoughtout organizational strategy, structure and systems doesn’t just facilitate efficiency; it fosters (and sustains!) a culture of collaboration that can dramatically enhance innovation and performance. To achieve this, we can start by integrating cross-functional teams, which bring together diverse perspectives and expertise - a melting pot of ideas that drive innovation. By structuring our organizations around the flow of knowledge and not the hierarchy of command—we can enable a seamless exchange of insights across different levels of the company. Next, decentralized decision-making. This can empower individuals at all levels, giving them ownership of their work and a voice in the organization’s direction. This leads to a more engaged workforce, where employees are not just executors of tasks but active participants in the organization’s journey. Don’t let talent development be a department of course and content production! Refocus on connection. Implement structured mentorship programs where more experienced employees pair up with newer ones to facilitate knowledge transfer, build strong inter-personal connections, and encourage mutual growth. These are just a few, and note that I haven’t mentioned investing in collaborative technologies. Honestly, by now, these should be omnipresent and serve to support all that’s been suggested here. By rethinking our organizational design with a focus on social interactions, we create an environment where employees are more connected, engaged, and motivated. This shift not only enhances productivity but also builds a resilient organization ready to face the ever growing challenges of business. #OrganizationalDesign #Collaboration #Innovation #SocialByDesign

📍 Sometimes, business leaders have GOOD intentions but use the WRONG strategy when it comes to DEI📍 A common problem I often see with clients is the idea that "if I'm underrepresented here, that means I should hire from that group only," and **poof**, problem solved. Research and experience show that this won't fix your problem. Fixing appearances of underrepresentation is simply a bandaid, but making systemic change ensures a lasting inclusive impact. In fact, a strategy focused on symptoms alone might make problems worse. 🔍 Why focus on the system instead? The hiring system is often where big biases start. By looking at and changing this system, we deal with the main issues causing underrepresentation. Focusing on the system lets us put in proactive solutions, making an environment that naturally has more diversity instead of just reacting. A new hiring system makes sure everyone has a fair chance, breaking down barriers for people who are underrepresented. Here are a few signs you may need systemic changes: 🚩 Not many people applying from underrepresented communities 🚩Job descriptions mostly talk about preferred backgrounds instead of skills 🚩 No standard interview assessments for candidates 🚩 Homogeneous panels doing talent interviews Time to shift the focus from fixing symptoms to changing the whole system. #DEI #leadership #InclusiveHiring #inspireinclusion

It doesn't surprise me that more than 70% of change initiatives fail, and that it's almost always because we don't get the people skills right. I'm pitching on a Fractional Leader for a massive organizational change project and I’d love to share some insights and invite your thoughts! According to a Harvard study, the main reasons they fail is because of: ❌ Poorly defined strategy ❌ Strategy lacks flexibility ❌ Unrealistic expectations ❌ Not celebrating wins throughout ❌ Lack of effective communication ❌ Don't identify and address resistance ❌ Disconnect between strategy and culture Here's how I plan to steer clear of becoming another statistic: ✔ Embrace flexibility. ✔ Communicate with clarity and frequency. ✔ Engage in active listening to understand the real pulse of the organization. ✔ Set clear, achievable goals, be ransparent about the 'what' and 'why'. ✔ Co-create the 'how' by involving employees in shaping the journey. ✔ Leverage internal influencers in both planning and execution. Change is where strategy meets execution, and getting this right is critical for any organization’s change success. What strategies have you found effective in driving change? Let’s exchange insights in the conversation below👇 _________________________________ Hi 💌 I’m KL! I help employees and companies navigate the world of work. Hit the 🔔 to follow for great insights!

Revolutionizing Workplace Culture: The Path to High-Impact Organizations After 30 years of consulting with over 250 organizations, hundreds of senior leaders, and thousands of frontline workers, one thing remains clear: no one is excited to work for an average organization. Yet, many find themselves stuck in mediocrity. According to the latest Gallup report: ✔️23% of workers are thriving at work. ✔️59% are quietly quitting – doing the minimum and feeling disconnected. ✔️18% are loudly quitting – actively seeking to harm their employer. Gallup estimates that employee disengagement costs the global economy $8.8 trillion annually, accounting for 9% of global GDP. This staggering figure exceeds the combined economies of Germany and Japan. Dave Ulrich recently highlighted to me that the greatest gift a company can give its employees is to “win in the marketplace.” Yet, creating a championship-caliber organization is incredibly challenging. Despite an abundance of resources—books, theories, frameworks, and training—the level of non-engagement remains high. It’s time to consider new approaches. The most critical insight I can offer is that - systems replicate. Just as DNA replicates 2 trillion times a day, organizational systems—good or bad—naturally replicate. Transforming an average organization into a high-impact one that excels in the marketplace and offers a transformative work environment requires a systemic approach. Transformative changes must be holistic. Here’s where to start: Absolute clarity about the value you seek to deliver to customers and aligning this value with your employee identity. For instance, if your goal is to provide innovative products and services, your employees should experience daily collaboration, open discussions, and the freedom to disagree. What doesn’t work are rigid processes with no room for discussion, leaders who don’t listen, take credit for team success, blame the team for failures, and then expect innovative ideas. In summary, transformation requires a systemic approach, clarity about customer value, and alignment of this value to the employee identity. Acknowledgments: Jay R. Weiser Jim Johnson Richard Lewine #Leadership #EmployeeEngagement #OrganizationalCulture #Innovation #Transformation