And now, as more people must work together in a virtual environment, it\u2019s important to create real-time collaboration while allowing your teams to get to know one another and how best to work together.<\/strong><\/p>\nFor example, establish regular check-ins \u2014 both with leaders and as interdependent teams. Use that time to ask questions that engage team members and invite feedback, and listen to what they say. Be curious and attentive, always striving to hear the response through the speaker\u2019s unique perspective and voice, and emphasize that everyone is in this together.<\/p>\n
3: Inclusive Collaboration<\/h3>\n
Inclusive collaboration exists when leaders have broken down silos, allowing groups to work together and rely on each other. Teams working in a spirit of inclusive collaboration feel interconnected, with a stronger sense of shared purpose and common goals.<\/p>\n
One way to build inclusive collaboration is to bring together representatives of each affected team, or those who are essential to solving a problem. Having team members with \u201cskin in the game\u201d gathered in one place \u2014 physically or virtually \u2014 allows members to share their different experiences and strengths to find the best solutions.<\/p>\n
4: Nimble Learning<\/h3>\n
Team members approach their projects with varying levels of skills and knowledge. They don\u2019t all start from the same place. By encouraging nimble learning, you can help them learn what they need to know, exactly when they need to know it. Allow team members to master smaller tasks so they can enjoy quick wins as they collaborate to provide value to the group.<\/p>\n
You should also invest in time with team members to help assess their strengths, opportunities and preferences, and understand what they would like learn.<\/strong> Then, encourage them to create personalized paths so they can make the most of the training and learning resources available to them.<\/p>\nAnother tip: Empower team members to make decisions and move forward without waiting for permission. It will further help them depend on each other and feel more comfortable sharing their strengths and weaknesses.<\/p>\n
5: Innovative Thinking<\/h3>\n
Innovative thinking is essential for a culture of agility because you need innovation to quickly adapt to and solve for customer and other business challenges.<\/p>\n
When team members practice innovative thinking, they take the empathy skills they see modeled by leaders \u2014 and the skills they learn by working with other team members \u2014 and apply them to customers, or end-users. Viewing the problem from different perspectives not only allows team members to think more creatively, but also gives them a greater sense of urgency and ownership over the solution.<\/p>\n
One method for fostering innovative thinking is to start with a minimum viable product and present it to the customer for feedback. Once team members are confident the solution meets the customer\u2019s most critical needs, it will inspire them to develop add-ons and improvements that will yield an even better product or solution.<\/strong><\/p>\n6: Change Readiness<\/h3>\n
In a change-ready organization, individuals and teams are aware of what is happening in the market. Leaders who are agile know that any activity that contributes to market intelligence \u2014 even those that are informal or seem like \u201cplay\u201d \u2014 have value. Such activities contribute to understanding how changes are affecting the business and what the business can do to adapt.<\/p>\n
For example, online gaming is becoming bigger every day. But the online gaming market drives technological innovations that flow over into everyday consumer expectations for tools such as greater graphics capabilities, better multitasking resources, and bigger bandwidth. We no longer live in a world where clear lines exist between \u201cwork\u201d and \u201cplay.\u201d Innovation and change come from all sectors.<\/p>\n
Conclusion<\/h2>\n
As you adopt each of these six strengths, use your check-ins and departmental meetings to encourage discussion of the broader culture and how it might affect your business and your teams\u2019 work. And don\u2019t shy away from change \u2014 use the agility mindset and psychological safety you have developed to support the inclusive collaboration, nimble learning and innovative thinking you need to arrive at creative solutions.<\/p>\n
Creating a culture of agility requires an investment of time and energy from your organization\u2019s leadership team. However, the work is not an option. The customers who drive transformation from the outside, and the team members who adapt from within, are as constant as change itself.<\/p>\n","protected":false},"excerpt":{"rendered":"
Companies adapting to today\u2019s new business reality must embrace business agility throughout their organizations. They need a culture of agility. Creating a culture of agility requires investment from leadership, encouraging discussion and collaboration to drive change and arrive at solutions.<\/p>\n","protected":false},"author":280,"featured_media":29986,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_oasis_is_in_workflow":0,"_oasis_original":0,"_oasis_task_priority":"","_relevanssi_hide_post":"","_relevanssi_hide_content":"","_relevanssi_pin_for_all":"","_relevanssi_pin_keywords":"","_relevanssi_unpin_keywords":"","_relevanssi_related_keywords":"","_relevanssi_related_include_ids":"","_relevanssi_related_exclude_ids":"","_relevanssi_related_no_append":"","_relevanssi_related_not_related":"","_relevanssi_related_posts":"","_relevanssi_noindex_reason":"","footnotes":""},"categories":[1],"tags":[18274,17809],"coauthors":[18273],"acf":[],"publishpress_future_action":{"enabled":false,"date":"2024-07-21 19:59:27","action":"change-status","newStatus":"draft","terms":[],"taxonomy":"category"},"_links":{"self":[{"href":"https:\/\/centricconsulting.com\/wp-json\/wp\/v2\/posts\/29984"}],"collection":[{"href":"https:\/\/centricconsulting.com\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/centricconsulting.com\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/centricconsulting.com\/wp-json\/wp\/v2\/users\/280"}],"replies":[{"embeddable":true,"href":"https:\/\/centricconsulting.com\/wp-json\/wp\/v2\/comments?post=29984"}],"version-history":[{"count":0,"href":"https:\/\/centricconsulting.com\/wp-json\/wp\/v2\/posts\/29984\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/centricconsulting.com\/wp-json\/wp\/v2\/media\/29986"}],"wp:attachment":[{"href":"https:\/\/centricconsulting.com\/wp-json\/wp\/v2\/media?parent=29984"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/centricconsulting.com\/wp-json\/wp\/v2\/categories?post=29984"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/centricconsulting.com\/wp-json\/wp\/v2\/tags?post=29984"},{"taxonomy":"author","embeddable":true,"href":"https:\/\/centricconsulting.com\/wp-json\/wp\/v2\/coauthors?post=29984"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}