Innovative technologies and practices are infiltrating every industry and sector, whether your organization is ready or not. If you’re struggling to navigate change, this one’s for you! Read all about how to successfully navigate the transition from traditional to innovative, with Hunter’s executive search capital fundraising, and consulting services, and some must-learn tips.
The market is in the midst of rapid, and continuous change, with the high-tech industry leading the charge. New and innovative technologies are replacing traditional systems and empowering new organizational practices, such as remote and hybrid work approaches that allow employees greater flexibility and balance, without compromising on productivity. From virtual meetings and ongoing communication and collaboration regardless of physical location to technologies that automate and streamline supply chains, and more, innovative change is everywhere.
While this change is in the entire market’s best interest, it’s not without its fair share of challenges. More often than not, company executives and employees alike are asking themselves how they can adapt to be able to successfully assimilate these changes, on individual and organizational levels. If they aren’t - well, they should be. After all, it’s not just about utilizing technology, it’s about using it to provide real and lasting value to customers and end-users, thereby growing the organization’s reputation, and its bottom line.
The first step in successfully navigating change is understanding the type of change your organization is/will be experiencing. This, because different types of change will necessarily impact your organization, leadership, and team members, in very different ways. For instance, a pivot is a significant change in direction, while a venture implies diversification of your organization’s offering. Conversely, innovation requires executives to play a version of “catch and release,” to allow their teams to think out-of-the-box and develop protocols that enable innovation to be assimilated as a mindset - towards each other, in customer-facing interactions, while building partnerships and relationships, and when seeking to scale globally.
Like it or not, changes of any kind will impact every aspect of your organization. As such, actions must be taken to balance the adoption of new technologies and changes with the needs and abilities of those implementing them, on the ground floor. Here, it’s important to understand the tremendous power executives hold to bring about change with confidence, guidance, empathy, and a steady hand.
Regardless of how technologically advanced an organization may become, there’s no replacing human capital within your place of work. Inter-organizational changes must never be solely about technology assimilation; they must always include the assimilation of consistent and trustworthy leadership, as well as a growth mindset. The efficiencies novel technologies empower must be balanced with a positive company culture that promotes inclusivity, empowerment, independence, flexibility, and trust, without your leaders ever fully letting go of the reins. Here, learning and developing soft skills become just as important as learning to utilize the technological innovations your company brings in.
Executives who master this “internal” change are more likely to influence a company culture that is motivational in nature and supportive at its core, providing rewards and benefits that go beyond monetary and titular advancements, and enabling organizations to garner the reputation they need to acquire more talents to drive their performance forward. (Note that, sometimes, talent acquisition extends to bringing in new executives to assume this leadership role - not an easy feat, but one that Hunter specializes in. More on this below.).
When seeking to lead through change, it’s important to understand whether you are successfully integrating innovation into your organization’s growth-oriented goals. Here, strategizing and defining the role that new technologies will play in enabling organizational growth are key.
Are you able to identify how your team members will practically be a part of this process? How about how you’ll manage them through this uncertain time, in terms of budget, human resources, and other key metrics? Remember that periodic reviews to assess your change management needs are absolute musts.
Additionally, leaders lead by example. To empower growth, greater freedom must be given to teams to manage the risks related to change.
Do you show your team members that you trust them to think creatively and innovate within the new bounds and while leveraging the new technologies? Do you ensure they possess the soft skills they need to make critical decisions and become instrumental in motivating team members’ growth? Doing so will help you ascertain that they, help to grow the organization at large.
At Hunter, we understand that change can bring with it many unknowns, and that you might need to make important decisions that impact your entire organization, to navigate it with success. We forge deep and lasting relationships with all of our clients, guiding you through positive change experiences, by helping you recruit the right executives to lead innovative practices, raise funds to adopt new technologies and tactics, and make smart, future-forward decisions, that benefit the organization, your employees (across seniority levels), and your target audience members.
Together, we can secure your organization’s change from traditional to innovative.
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