On February 23rd, I’ll be in New York City engaging in one of my favourite professional activities: speaking with and to my colleagues in the change management world. It’s always interesting to hear the divergent, and sometimes conflicting, viewpoints around management theory and implementation.
The Business Agility 2017 conference on February 23 – 24 will be an opportunity for me to speak about radical organisational change, specifically shifting the culture of a company from an industrial one towards an Adaptive Design.
This is a fundamental but crucial shift, bridging adaptive teamwork in organisations with a management model that is built to support it. That this results in greater profitability is a given, but it also allows an organisation to respond quickly to rapid changes in the marketplace and to smaller, more nimble competitors.
My involvement is with the Agile Organisational Design part of the day. I will speak to workplace design, and job design as it relates to decision making.
I intend to explore how organisational design can inhibit or promote self-organising teams, collaboration, transparency and devolved decision making.
Accepted organisational constraints on decision making will be critically reviewed with a specific focus on evolving role definitions and how shifts of authority can impact organizations. .
By analysing those issues, I intend to explore how organisations can create the proper structures and people development strategies for an agile business.
Increasingly organizations are moving past supporting adaptable teams within a command and control environment to changing the very culture of their leadership structures.
How this will be received is going to be very interesting. But it is only through the free exchange of ideas and the rigorous intellectual vetting that goes with it that one can truly take something theoretical and make it truly implementable.
If you would like to talk with me before or at Business Agility 2017 or have me speak at your conference, please contact me.