Organizations across the world have experienced success when they
have had diversity, and in fact, most organizations with truly global thinking
are strongly biased towards building it in their DNA. The core purpose of formation
of groups, task forces or committees is to assimilate the diverse viewpoints to
churn out best solutions. Organizations have experienced high success rates
when panels have been deployed for selection of senior talent.
The point that I am trying to put forth here is simple, it is about
the organizational culture to accept and make use of collective judgement to
best of its potential. A large cross section of organizations display high power
play, politics and dysfunctional group dynamics that leads to suppression of
views, ‘group think’ and defensive approach by the group participants. This
results in completely disastrous environment and ulterior actions by the team
members. While such organizations may not display any construct or structural
issues, they are likely to have continual swarm of negativity and disengagement
that becomes difficult to diagnose for its complexity and ‘informal’ and
undesired processes.
In order to benefit from diversity, it is important to create a free
and fertile environment for airing viewpoints and exchange of ideas. In fact it
may be even better to encourage and motivate people to think surreal. This not
only helps organizations become innovative, but also avoid crisis like
situations by confronting with best possible solutions, and remain relevant to
its markets and customers for a longer horizon. ( www.thegrowthevangelist.com )
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