Organisational agility is not just about changing, it is about changing FAST! But how do you develop organisational agility at speed?

To transform the ways of working and achieve true agility you need a Transformation program which is focused on delivering the change. Key elements of this program would include the following:

1) Land on an agreed definition. This is important more than ever, as everyone has different ideas about what AGILITY means or looks like. Agreeing on a shared vision will assist bring it to life. Define AGILITY in real terms. Even more importantly it is always good to have measurable outcomes lined up with AGILITY. Does this mean delivering on continuous improvement projects faster? Does it mean improving customer satisfaction rates in two areas that relate specifically to agility? And then what are the success measures across the organisation. You can define them and create an 'agility' rating or dashboard showing progress across the organisation. Remember...

Leaders - when they are collaborating and all aligned to the purpose of an organisation and vision, well there is nothing that can hold an organisation back. Change becomes unified and cohesive. Leadership is one key component of the change ecosystem. It's no just about leadership of course but it is a major contributor to change success or a blocker.

Why?

Well the sum of a transformational change is the ability to communicate to every individual and have them rally around a common vision. And who holds the key to that 1:1 communication? The people leader. Every manager, team leader, from the top to the bottom of an organisation. When leaders are aligned to the message, not just understand it, but truly buy into it and can communicate it well, then success is on the horizon. However if there is miscommunication, intentional cynicism, then this can derail the effectiveness of the change. And for some organisations who have many 'layers' of leaders, then this challenge is amplified.

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