Every often, in organizations the
Strategy flows from the top level to the bottom. But not all the time the
strategies are completely translated into actions by the employees. Even the
managers in the middle encounter a lot of misunderstandings and confusions in
the stretch of strategy execution. The basic reason for this has been
identified by experts and it is called the “Information Gap”.
It
is not difficult for Organizations to find Talents, Resources, Material, etc if
proper price is paid. All these being available, organizations are still fighting
to envisage what exactly is missing to achieve what it desires. To understand
that, consider this simple approach called “house gate” analogy.
In this
approach, a house gate is seen with the perspective of an Organization. One
side of the gate is the top management which decides on the strategies and the
other side is the operations which just executes whatever been formulated. The
‘link’ at the centre is many times ignored because of its smaller magnitude to
attract importance, or those which are not perceived attractive to show
interest of high magnitude. The missing smaller links could be
1.
Difference between Organizational and Native
culture
2.
In understanding Employee Mindset
3.
Understanding Local Culture
4.
Ignoring the Individualism among employees and
Both the
gates along with the link should function properly in order to enable
“sustainability”. A stronger house gate provides a better feeling of security
to its employees, Stake holders and of course the owner. Deterioration to any
one of these sides of gates or to the link will result in overall insecureness
to every stakeholder.
All these
missing links (the latch) can be linked but involves lot of human and cultural
interferences. Though strategy and operations are performed by different
entities, internal information gaps can be addressed by HR only more
efficiently than anyone because of the fact that internal human (not IT)
communication is been carried out only by the HR currently in organizations.
ANTI
GRAVITY ORGANIZATIONS
Under
gravity, things fall down easily and if to fly up, an external force is
required. An anti-gravity organization is where stuffs prominently move upward
(against gravity) and it is difficult for anything to move downward without an
external application of force. Up moving things are profits, talents, and
reports etc which move seamlessly with little effort. Meanwhile things that
actually should flow down easily, like strategy information, vision,
motivation, empowerment etc are not moving easily and are given massive forces
to make it move.
In
organizations, people innovate and adapt forward changes only if they are
either satisfied or used to the established practices and have a thirst for
newer processes. That thirst is created only if they are empowered, motivated,
understood strategy, vision, and mission etc to explore existing processes. One
important way to accomplish all these is to loosen up restrictions to access
required information. In this highly competitive environment, immense amounts
of differentiation is demanded and achieving that is possible only if we make
sure all the processes run at par with employee satisfaction levels. Once they
are at that level, because of the thirst, eventual innovation happens. But
these innovations should be in such a way it sticks to the strategy, vision and
mission.
LEARN
THE FUNCTIONS
Here it is
like learning things which are at the front and the back of one’s respective
function. In those organizations with highly interlinked and cross linked
functions, learning spans its wings in more directions.
All the
employees must be informed with the internal operations and functions about the
one preceding and one or two succeeding functions. For example, a person in machining department
knows nothing about the assembly department. If people work like this without
any connection, they lose their ability to think beyond their present levels. So
learning is essential.
If done, he
will be able to establish a route to direct his imagination and innovation. For
instance, if the manufacturing person has a fair idea about the assembly
operations, the next time an innovation comes to his mind, he will
automatically think about the possibilities and difficulties in assembly
department and may tweak his innovation to accommodate those difficulties. By
facilitating one to know about other functions, a Route for his thought process
is paved so that his imagination flow is streamlined towards perfection,
suitability and sustainability. A well connected system will thus ensure an
easier translation of strategy into operations.
DO
CUE-MINING
Cue Mining
is a simple process which involves simply finding the cues, collecting them,
scrutinizing, concatenating, inferring, and reacting. Improvements can be made
only if faults are identified. Faults are always hidden. But some cues will be
definitely there to indicate that some fault is there somewhere. Any person in
the organization should have that sense of Cue Mining. If he reaches the fault
spot by cue mining, then using his learned knowledge, he can let his
imagination flow in the proper strategic direction and ultimately rectify the
flaw or improve the system. Huge amounts of common sense, interpretation
skills, cognitive strength, process knowledge etc are needed to do cue mining.
LINK
THE GATES
In
any anti-gravity organization, the movement of down moving things are made easy
if they
1. Make
employees understand the strategy, vision, mission etc
2. Make them
learn the functions that precedes and succeeds
3. Make them
capable of doing Cue-Mining
To enable
these above mentioned points, the role of a HR is immense. By enabling these,
organizations will become better capable of exactly identifying that Missing Link or Unclosed link and doing Innovations. And everybody knows what
benefits a better innovation brings. Though it initially takes a deluge of planning,
time and patience, it brings at the end high amounts of innovation, competitive
advantage, superior brand image, sustainability, operational excellence and
many more.
This article of mine got published in the IIM Shillong's Magazine and clinched the "Article of the Month" title. Here is the Link to the Magazine http://www.iims-ushr.in/ .
This article of mine got published in the IIM Shillong's Magazine and clinched the "Article of the Month" title. Here is the Link to the Magazine http://www.iims-ushr.in/ .
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