6 Shifts Happening in Your Organization

Dr. Donahue works with catalytic leaders and leadership teams to help leaders maximize their leadership capacity, sharpen missional clarity, build transformational groups and teams. He is a growth coach to senior leaders who act as catalysts for change personally and organizationally.

6 Shifts Happening in Your Organization image of change ahead

 

Your organizational culture is shifting – are you prepared to lead in these new realities? The following video discusses the 6 shifts happening in your organization and how you can engage these shifts in your leadership role.

 

 

 

 

 

 

 

 

Transcribed

I get to speak with and work with organizations and institutions whether they be larger churches, businesses educational institutions; I’ve observed these institutional and organizational movements over the last few years. Many have been written about, some of already taken place, some are emerging. I’d like to talk about a few of them and maybe some implications for your leadership related to those.

 

The first is from a focus on the organization to focus on the organism. You see that now with less focus around all the little slots and things that relate to the organization as something in and of itself to be maintained and more emphasis on what is happening inside the culture of where we work or where we minister or where we live. What’s happening with the people, what’s happening with emerging ideas and systems and the integration of those things? So it’s more organism oriented the culture itself the vibe that is coming from within that if you will than around maintaining the organization or putting too much emphasis on the structure of the organization.

 

That leads to a second one which is instead of being institutionally, driven being institutionally supported. The institutions important but what’s the role of the institution? Is it to drive everything and pass everything down or is it to support emerging ideas, new leadership developing, new teams, new formats, and new engagements? I use to have this mantra still do but for many years the structure serves the people, the people don’t serve the structure and so what we’re seeing is more of a shift to moving structures that can accommodate what’s happening within the organization, so to speak, or for the organization’s mission and shaping the institution to support people versus to make them support the institution.

 

That’s related to another one I’ve observed and that’s obviously the move from out more of a hierarchical to a flatter structure. I don’t think we’ll ever be totally flat in many institutions and organizations. I don’t want to be overly idealistic about that but I think there definitely is a movement away from strict oppressive sometimes hierarchies where power is centered in only a few and the many are just left as implementers. And you’re going to see a flatter leadership as we become organic as we continue to become more are shared in resources and in other strategies that we have. And frankly a younger emerging leadership corps desires that and I think you need to accommodate that. Another one is what I would call a shift from content to value. In other words it’s not just our message and what we think about it and how we deliver it, but what value we bring and what are the underlying values behind that? It’s more important for us to understand as a working culture, what are the core things at the heart of who we are verses simply what’s the message we’ve given, always given, how do we keep giving it, how to get the same message to more people? There’s truth in some of that and a need for some of that but what are the underlying values behind the message? People need to hear that and be motivated by it. It’s also the sense of a movement from an event to a lifestyle. Whether you’re in business or non-profit or whatever, this is particularly true in I think a lot of ministry situations but it’s not limited to that. Where the event for example in a church, the Sunday service or in a business, the sales transaction perhaps it’s not all about just the event it’s about a lifestyle. In other words we don’t just gear up to present something we’re trying to become something and as leaders and as an organization the emphasis is on how are we living out these values and beliefs that we have?

 

Another thing I see is a shift from creating just distribution channels, again core product or ideas being disseminated, to what I would call missional hubs, where ideas are being generated all around the organization and out in the culture so that we’re not just a centralized group finding more ways to create more distribution channels, that’s valid when we have a quality product or service, but it’s how do we create more hubs that are themselves generating product and ideas so it’s not always all coming from sort of central base.

 

And finally, from being more silo to being more integrated. I think we’ve seen that across a number of kinds of institutions and organizations instead of it’s just sales and marketing and distribution and R&D and so on in the corporate areas. Or in education where we just have administration and then there’s faculty and then or the disciplines I teach history you teach science or you teach theology, we don’t talk to each other. That’s breaking down to where we see more integrated aspects because educationally, developmentally we need the integration of ideas, we need to expose people to one another so more and more cross-functional teams, more ad hoc teams, more conversations around the lunch table from people from various disciplines helps each of us grow and develop in our leadership. The implications of these shifts are, as I mentioned, I think a flatter leadership, people who are more relational in their leadership, more able to build teams and connect with them. I think in general people who are more interested in modeling the values than simply disseminating again the information. So I think for us as leaders whatever my organization or institution is I need to embody that first and foremost. It’s more important that I live in the world of being what I am advocating not just doing some things around the principles and values.

 

And finally I think that we’re seeing ideas come at the core of leadership not just mandates and control and management but ideas. That’s the ideas for the future that will drive the future organization, the future institution.

 

So these are some of the things I think in our leadership which as it becomes more collaborative the more shared, not without authority, now without power, but I think these movements and shifts demand that kind of leadership.

 

I’m interested in what you think about these 6 shifts happening in your organization. So let me know, as I work with leadership teams and teach and do conferences I understand that these shifts are happening and I’m trying to help leaders and engage those things.

 

What are you doing to engage these shifts?

 

I’d be interested in hearing from you. So have a great day!

 

 

Dr. Donahue works with catalytic leaders and leadership teams to help leaders maximize their leadership capacity, sharpen missional clarity, build transformational groups and teams. He is a growth coach to senior leaders who act as catalysts for change personally and organizationally.

Please note: I reserve the right to delete comments that are offensive or off-topic.

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