Non-Profits: Global Justice
The previous articles in this module discussed the various aspects connected with the non-profits and how they link together with the overarching aims and objectives of ensuring social justice and equity. This article looks at the theme of global justice as it applies to the non-profits and how the goal of ensuring equitable growth and […]
Why We Need More Self Aware and Less Self Centred Leaders, Who Can Self Evaluate
What is Self Evaluation? Why We Need More Self Aware and Less Self Absorbed Leaders Self Awareness is a key trait of visionary leaders, who know their strengths and more importantly, are aware of their shortcomings, and who work on their weaknesses. In this context, Self Evaluation is a powerful concept and a useful framework […]
Risk Management as a Profession
Risk management has evolved from being just a discipline to a full-fledged profession that lots of people are choosing these days. Reason, the discipline has become wider and has assumed manifold dimensions making it a crucial function in organizations these days. No wonder there is an increasing number of universities that offer specialized courses on […]
Understanding the Risk Management Process
In order for businesses to run smoothly, risks need to be identified and managed. This is especially true in our increasingly volatile global economy. The risks involved, for example, in project management are different in comparison to the risks involved finance. This accounts for certain changes in the entire risk management process. However the ISO […]
Benefits of Reinsurance
The concept of reinsurance is fairly simple. When a person takes on insurance, they transfer their risks to the insurance company. The insurance company sells the same contract to many people to create a pool of money. Since all the people are not likely to face an adverse event at the same time, insurance companies […]
The pandemic has brought about radical changes in not just the way of life but also in the way organizations approach work. Now is the time for the OD guys to shine. The years of stagnancy, the change initiatives frozen in time, the dynamic transformation visualized, discussed but never implemented have all been jolted to life by the pandemic.
A time for crisis is also the time for opportunities and organizational development experts can put on their cape and work magic in making working condition better and an impossible life a little bearable under such extraordinary circumstances.
It is time for the leaders to take risks and drive initiatives. Business decisions stuck in red tapes, bureaucracy and procrastinations have been propelled into action thus empowering to leaders to make quick decisions, take unique actions and build up people around them in the process.
The pandemic has shown that valuing people over profit is the way to go forward, business leaders have resorted to innovative distribution of resources in order to retain the workforce and create an environment of trust and compassion. With little scope for inertia, interesting things are shaping up and changes are embraced with less resistance and more enthusiasm.
The post pandemic world will be inclusive, flexible and innovative. What would it mean for the organizational development initiatives?
Many stared at existential crisis and several others were forced to ponder over existential questions. Reevaluating Purpose, “the who we are” and “what we want to do” of the business will be the key to define and navigate the way forward.
For leaders this also means looking beyond the present chaos and commotion, prioritizing long term goals over short term gains. A wrong shift can change the course of the business and it needs to be clear whether it is a desired, calculated and beneficial shift. Motherhood statements apart, what will be the defining aspect is the implementation of those defined purposes.
The organizations and leaders will have to consciously and intuitively arrive at values they want to be identified and associated with. In times of crisis this is what differentiates organizations and also determines whether they fall apart or gear forward. A large part of how changes can be implemented is impacted by the culture and values of the organization.
It is also important to point out that sometimes leaders will be taking decisions with limited or only real time information and while this may lead to errors of judgment at times but will also form the path towards disruptive innovation and change.
The agility and quick response to situations needed in the present circumstances requires a flatter, autonomous and fluid organizational structure.
During the early days of the pandemic organizations were forced to come up with rapid response teams, nerve centers and other task specific groups involving members from different verticals thus ensuring quick responses with detailed and honest communication regarding big decisions. The key would be to find a way to keep this going once the crisis is over.
The remote working option has opened a global pool of talent which could not have been accessed before. It also is a good time to reevaluate, redefine roles and reskill employees to meet changing objectives especially those who are in the customer facing roles.
Creating meaningful people transactions based on trust and compassion will ensure sustainability and progress. Leaders as role models, influencing and motivating employees through positive communication can help mitigate the psychological toll the pandemic has been taking on the employees.
In addition to the above aspects, a conscious effort to create an ecosystem mindset will be crucial. Any organization is a complex series of network with various external and internal stakeholders. The organizations doing exceptionally well during the pandemic have taken the transactions with each of them a step beyond, creating opportunities and values together.
Most strategic associations proved to be elusive when the organizations needed them the most however, employees, customers and most vendors stuck together and survived together. It’s a valuable lesson for the organizations and reinforces again the learning of valuing people over profit.
Embracing technology and evaluating solutions from several vantage points while not getting overwhelmed with data is another aspect to be considered while charting the future course. Finally learning, unlearning and relearning while adapting to changes with flexibility and swiftness would be the challenges and opportunities for the organizational development initiatives within the organization.
The post pandemic world shall belong to the organizations committed towards building people and creating lasting values in their transactions.
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Work Culture – Meaning, Importance & Characterics of a Healthy Culture
February 12, 2025
