The Adaptable Organization Series

Part 5: The Ecosystem

Posted by Don Miller and Tiffany McDowell on September 6, 2019.

Through our past four blog posts on the Adaptable Organization (The Individual, The Leader, The Team, and The Organization), we explored ways companies can successfully align their organizational structure, team environment, and leadership to bring out the best in its individuals. However, all these efforts can fall short if the organization does not fully study the ecosystem it exists in.
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The Adaptable Organization Series

Part 4: The Organization

Posted by Don Miller and Tiffany McDowell on August 27, 2019.

In “Part 3: The Team” of our five-part blog series, we explored how high-performing teams deliver work in an Adaptable Organization. However, teams need to be allocated thoughtfully within an organization to be able to collaborate effectively together and avoid duplication of work.

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Prediction: Organizations will rethink work for a more productive workforce.


Posted by Kathi Enderes on November 29, 2018.

The world of work has become incredibly complex. Workers are trying to navigate a maze of hierarchies, work processes, and never-ending new communication methods that are all meant to make them more productive, but ultimately having the opposite effect. The rise of the social enterprise means that organizational boundaries are becoming permeable, while what and who constitutes an “employee” will be redefined with broader, more inclusive concepts. And teams are rising to the fore as work processes become project-based, even as many organizations cling to industrial-age hierarchies.

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Prediction: HR will mobilize around productivity


Posted by Jeff Mike and Denise Moulton on November 28, 2018.

Organizations across the board continue to face demographic, technological, and social disruptions throughout their ecosystems. Unrelenting market demands and the rise of the social enterprise1 require unprecedented levels of collaboration among increasing numbers of internal and external stakeholders. In this context, HR must accelerate its evolution from a service-oriented support function to an essential business contributor that routinely measures its success in terms of business impact and workforce outcomes.

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The flexible organization

Leverage Organizational Network Analysis to create a networked organization


Posted by Tiffany McDowell on October 17, 2018.

Network-based teams are a key component to unlocking a more flexible organization poised to deliver the agility, customer centricity, and front-line empowerment needed to succeed amidst massive disruption. By realigning select individuals across functions into networked teams, they can be focused on collaborating to achieve specific shared outcomes. But how can organizations identify individuals and teams to target to drive increased flexibility? This is where Organizational Network Analysis (ONA) comes in.

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New Research: Changing business structure, dynamic roles, and new models of leadership top the Global Human Capital Trends for 2016


Posted by Josh Bersin on March 02, 2016

The new digital world of work is shaking the foundation of the world’s organizations: one of the biggest challenges companies now have is the need to fundamentally change the way they are structured.

This month we are launching our largest-ever study of talent challenges in business, the Deloitte Global Human Capital Trends 2016. More than 7,000 companies around the world took the time to answer our survey, and the findings were striking. While nearly every talent challenge from last year became more acute, the No. 1 topic on people’s minds is now “how do I organize my company to effectively meet the digital demands of today?”

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