Learn | Change |Grow
Learning is the primary task of an organization, as is true for individuals. This core belief about learning defines our value proposition: to develop insights and capabilities that enable leaders to transform themselves and their organizations. The success of every organization depends on it's ability to learn, change, and grow. The process of transformation involves new information and learning, which allows us to see ourselves and our world differently, which enables us to act in our world in new ways.
The work of organizations is as much about learning as it is about change and producing value, because learning precedes both. Within the process of learning new information creates new insights and initiates change. Organizations that value and nurture learning have the best chance for a sustainble future. Learning also enables an organization to adapt and change on the fly. This ability is what separates the best from the rest.
Do organizations really need the ability to learn and adapt quickly? In early 2020, The Corona virus instantly changed our world. In the blink of an eye, organizations around the world had to adapt and help their people work from home. Work at home changed our idea of the workplace. This is one example of adapting to changes in the environment. Leaders know about changes they have little control over and the need to be capable at adapting to such change.
During Covid, organizations with flexible form adapted quickly. Others did not, and it cost them. Whether it is coming from competition, a destructive weather event, or a virus, change will happen and organizations need the ability to learn and adapt quickly. Organizations good at learning and changing are more productive. Organizations who can adapt can change form and direction on the fly. Organizations with rigid form cannot. Today's world requires a new kind of organizational design, one that is fluid in form. In this ever changing business world, organizations require fluid structures that can adapt in the moment to change in the environment. Such adapability frees leaders to take whatever action is needed.
While flexible structure is vital to an organization's ability to change, ultimately, people make any change a success. No organizational change is successful without the support of its people. This lesson has been a difficult one for leaders to realize. Still today, less than 50% of change initiatives succeed.
At Mindshift, we help organizations learn, adapt, and change. We differentiate transformational change from incremental change. Transformational change is larger change that involves some level of culture change, whereas other organizational change tends to be more incremental and often more manageable.
Our expertise is the human side of management. The simple truth about change is that change begins within—the motivation to change comes from within. Organizational change succeeds when people accept a change and help the organization move through its process. Helping people accept and support a change is our expertise. Part of our work at Mindshift is to help leaders understand this process. We help leaders shift how they see themselves, their work, and their organizations. Another aspect of our work is helping employees realize the value and urgency of a change.