A successful OD practitioner must be able to see around the corner in at least three areas: work trends, global trends, and technology trends. We will discuss current business issues that practitioners are facing today, identify emerging trends that will impact the future, and discuss how an OD practitioner can stay ahead of these trends.
Organisational culture change is a long and complex process that typically takes years to complete and has a very low success rate. In this case study, Dr Jaclyn Lee will share her innovative work in the area of culture change using digital tools and a change methodology that uses the concept of crowd sourcing. The case study will focus on the following principles:
Corporate culture is acknowledged as the only truly sustainable advantage and the root cause of any merger’s failure or success. Yet statistics tell us otherwise.The failure rates of M&A range from 70-90%. What makes seemingly ‘soft’ mergers so hard and how can OD partner with business leaders to ensure culture remains a key priority at all stages during M&A.
Demographic change is the main reason organizations need to adapt their practices in order to respond to increasing diversity within labour markets. Diversity alters pools of potential employees, and the needs of employees, as well as influencing broader business objectives like service provision. In addition, the constantly changing demographic profile of the broader population means that organizations need to develop strategies that will meet the needs and desires of the country’s citizens.
Capturing new global markets requires product, cultural, and communicative adaptability. Catering to new demographics and identifying opportunities and threats as they appear in the global market is integral to adapting for optimal value.
The 2008 economic collapse is a strong example of why adaptability is important. As consumers tightened their belts, organizations had to either do the same and lower supply to match lowered demand, or come up with new goods to entice them. Migrating from one volume to another can financially challenging, and change strategies such as creating new affordable product lines or more efficient operational paradigms are key to changing for success.
Changes in the competitive landscape, such as new incumbents, mergers and acquisitions, new product offerings, and bankruptcies, can substantially impact a company's strategy and operations. For example, if a competitor releases a new product that threatens to steal market share, an organization must be ready to change and adapt to retain their customer base.
New laws and legislation can dramatically change operations. Companies in industries that impact the environment must constantly strive to adapt to cleaner and more socially responsible operating methodologies. Failing to keep pace can result in substantial fines and financial detriments, not to mention negative branding. Changes in employment legislation also make a huge impact to any organisation.
Technological changes are a constant threat, and embracing new technologies ahead of the competition requires adaptability. Adaptable companies find ways to evolve their operations to stay competitive. Many companies that could not evolve quickly failed.
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