Technological leaps, social, economical and geopolitical instability, and dramatic shifts in consumer behavior – we live in an era of rapid change. And the pace is only increasing, requiring organizations to become more dynamic and able to adapt to doing business in a VUCA (volatile, uncertain, complex, ambiguous) environment, or risk the market leaving them behind.
Dynamic Teaming is a management ethos that empowers organizations to rapidly form teams to confront key challenges without losing sight of long-term organizational strategy.
Rather than embracing a specific organizational model, Dynamic Teaming describes how individuals, teams, and organizations should behave for optimal success. While that means there is no cut-and-dried model that fits most organizations, these 10 key principles allow organizations to become faster, more responsive, and more effective.
- Purpose: Without this principle, none that follow can exist. A crystal-clear vision, mission, and meaning for the organization ensures alignment at every level, allowing teams to operate quickly and autonomously to address change as it happens.
- Transparency: Information silos prevent organizations from adapting to rapid change. Create a shared consciousness, and enable informed decisions, across the organization.
- Networks: The rigid command and control structures at many organizations can prevent organizations from adapting to changing markets. The most innovative organizations challenge the traditional hierarchy with a network of decentralized, but tightly aligned, teams.
- Empowerment: Adapting to rapid changes means trusting the people on the front lines. Enable individuals and teams to make local decisions. Push authority closer to the customer, and trust your employees to organize and manage themselves.
- Learning: Innovative companies take risks. They encourage teams to experiment, learn by doing and start by starting, to validate assumptions and be data-driven, and to celebrate failure that creates learning.
- Lean: Put simple rules in place that encourage limited scale (at a team level and an organizational level), reduce layers, reduce time. Focus on simplicity and clarity.
- Talent Density: Make hiring a priority. Attempt to raise the bar with every new employee.
- Continuous Steering: Reduce the cycle time on everything (work, feedback, budgeting, planning, org change). Learn fast by failing fast. Break things down into smaller, more incremental pieces.
- Market Driven: Let the market (not leaders) steer the organization. Through market pull, focus on value creation and relentlessly remove organizational debt – the people and culture problems that build up over time – that is preventing customer outcomes.
- Take Risks: Adopt a simple risk assessment strategy (Impacts and Probability), commit to taking market risks, reward market making behavior and double down on winners.
Adopting these principles isn’t easy, and many organizations will require a significant culture shift. However, companies who do successfully adopt all (or some of) these principles will be more able to not only survive but thrive, in the face of increasingly rapid change.
Need help introducing these principles at your organization? Check out our course: Dynamic Teaming: Power Techniques for Building Adaptable Teams!