Transforming your Organization - Are you reinventing too?

If you enjoy questioning the status quo, thinking back on your experiences, and being open to new ideas, this article might appeal to you.?

Transformations will be more difficult but essential in the BANI (Brittle, Anxious, Non-linear, Incomprehensible) post-pandemic environment. Every person, group, and/or organization is influenced by internal and external (social, technical, economic, political, environmental, and demographic) elements. You are therefore being impacted by MOE as a leader or transformation consultant for a program.?

I started reading this book in 2019, and I'm now reading it thoroughly because all the coaches who are reforming organizations this year have faced a new issue. You may be asking yourself, "WHY THIS BOOK?" I'm only at the beginning of my efforts in five of these categories.?This may make more sense for people who are leading transformations or have done them in the past. Writing this article has helped me to polish my approach to building the transformation approach.

There were many identifying moments for me but the " In fact, it would not be surprising if some of the companies we studied changed again, even by the time this book is published" just killed me as an agility coach......

In the next 2 weeks ( around 5 April) I will keep an hour session to share my findings on practical scenarios link to register is at the end, but how this book is meaningful if you have read or used it in the comments below.

Context

The concept behind this book was developed through research the writers conducted on already-existing innovative organizations, the synthesis of a wide range of ideas used by innovative enterprises, and lastly, personal experience.

My learning ability & understanding of this concept is based on the experience I have had with innovative organizations & how I have failed, experimented & grown with them before being a Coach

Here, transformation refers to how to produce significantly better value for the organization, program, team, or individual.

If you want to try this use the framework with the Program/team you are working with else apply on SELF. You can REINVENT yourself better than anything else..

There is a six-part framework for REINVENTING Organizations called a Market-Oriented ecosystem(MOE). I have shared the original link as well. But I am using my personal example and experiences to drive AGILITY & INNOVATION maturity.

A new Organization

The Environment, Strategic Agility, Eco-system Capabilities & Morphology are the 4 keys that an organization that is transforming be AGILE, P2P, Moderninz or anyway should do inquiry. Organizations operate within a context. When you build that sifting context, it clearly aligns everyone.

Running inquiry workshops with leaders to define:

1. What are the top 3 factors that you have considered from STEPED for this current transformation? (Use this to build your communication context)
2. What are the industry trends in each category with threats and opportunities for your team?
3. What actions could we take to respond to these trends?
4. What is the Strategic Agility shift for you from this transformation? ( Winning themes - focus on growth, capture new markets, re-branding, launching new products, sustaining current ??)
5. Impact of environment on future work? ( Learning from Pandemic what are the lessons in our strategy)
6. Growth Pathway (Effectively Use Different Options to Exercise a Growth Pathway: Buy, Build, or Borrow)
7. Drive the discussion of principles and practices of Strategic Agility - Clarity and consistency in priorities to guide strategic choice (Why this change, what is a new market, STEPED contextual trends, clarity on pathways (customer/region/product) Changing customer needs, Seeking agile employees that can pivot with strategic agility, Not just meeting goals but focus on growth, Right culture and environment.

In transformations, I have seen mostly coaches jump to process agility and backlogs. You as a transformation coach must understand all of the above aspects, so that you can make a pivot. Maybe you will be designing this approach with the top Strategy consultants that how these will be executed or you will use it as a reference to drive discussions on the ground.

(Example of Alibaba & Amazon was shared as a study)

I am using the word team(to re-present the Product based team) but this is quite useful in terms of the company as well.

Highlighter from the book is "The Supercell Organization case study" - they are 10bn$ company with just 285 employees. Fortunately, I worked with a gaming and dating app with similar strength and market capture. So I was able to resonate with that - how as an organization you can pivot for the same focused value.

Morphology - How should you be organized to Deliver Capabilities

Market - Oriented Eco-systems reinvent organizations: gives many scenarios that how you can organize; most common what I have seen emerging is: Hub & Spoke model, plus MOE Platform eco-system ( Core business, technology and functional). These structures you will be able to relate with the experience around multiple businesses & Models.

Set the mission and the boundaries of the ecosystem, and specify the roles and functions of different units as well. Everyone collaborates to move further. There is clarity established via KPI and clear RACI. Each unit takes accountability and responsibility for its success. Platforms are core business support (for handling daily business operations of business teams) and technology support (for technological & data prowess for the business teams)

Author has used

In the MOE, instead of being organized by divisions where a chain of command allocates resources, the MOE has a platform of resources (money, people, technology) that is dedicated to market opportunities.

Each market opportunity is assigned an independent team (or cell) where employees anticipate customer requirements and move quickly to respond to them. Historically, this organizational logic might be seen as holding companies—with a hub and spokes. But the MOE connects the independent teams or cells into an ecosystem because these teams could share information about customers, innovation, and agility. The MOE is a novel way of designing organizations to be both small (independent cells) and large (ecosystems), innovative (new market insights discovered in market-oriented cells) and learning (sharing information across cells).

Governance

How to Define the Right Culture, How Positive Conversations Create Accountability for better performance, Concrete Examples of Idea Generation from Several Firms,

Competence, Commitment, and Contribution,

Serious Questions to Ask Yourself and Your Team When You Embark on Reinvention, how to share information and collaborate: As a coach these inputs help us to try some different options within a team. OR as a leader its a unique way to generate value by being MARKET ORIENTED. Start-ups or Nimble Orgs can take use of this approach.

Product Managers and Business Owners can use this to lead a value-oriented transformation for your Organization

References: Companies they have studied are Alibaba, Amazon, DIDI, Facebook, Google, Huawei, Tencent etc.

There is a beautiful article available by the author: MOE

Link to add your details:

If you would like to discuss this topic but the date and time do not suit. Put a suitable slot and I can see if we can adjust. I would like to do these as more Q&A on this topic and what are the key ideas you have drawn. Comment your inputs to drive discussion. Even if we are a group of 2-3 people this will be interesting to learn from each other. If you are a start-up owner and play with multiple ideas this could be a unique approach to try...

Link for enrolling with me for a session ...