12 Ways The Business Context Is Changing

The organisation that got us here won't get us to where we need to be. The environment, and social and corporate governance (ESG) on their own demand new ways to think and act. Factor in the urgent need for diversity and inclusion, a whole generation who are disenfranchised economically, the combined and unrelenting forces of digitalisation, talent shortages, remote employment, market entrants that reinvent the sector, the avalanche of disruptive technology that lies just around the corner and we have little choice but to uncover new ways to organise.

Shareholder value » Stakeholder value - Unless all of the stakeholders count, none of the stakeholders count.

Leadership based on "same as me" » Leadership recognising the value of diversity - The greater the difference on the team, the greater the difference the team can make.

Strategy dominates the executive conversation » Culture takes centre stage - Long after the strategy has been shredded, what will endure is your culture.

From Head (direction) and Hand (delivery) only leadership » Leadership that also engages the Heart (developing) and enriches the Spirit (authenticity, empathy) - Leadership balance: Head, Hand, Heart and Spirit.

Rewards, benefits, goals and corrective feedback are the dominant force in shaping behaviour » A compelling purpose and work that matches capability with opportunity - Unless all of the stakeholders count, none of the stakeholders count.

A mindset where the employee supports the customer » The employee is treated as if they were a customer - Happy customers draw on happy employees.

A culture of feeling disillusioned, disconnected and discontented » A culture where there is a genuine sense of belonging - Research suggests that a sense of belonging is the single most important factor in retention.

A business development process dominated by "How do we make money from this relationship?" » A business development process that focuses on "How do we best contribute to the customer's/client's success?" - Without trust, you ain't got much.

An organisation reliant upon hierarchy » An organisation that is Focused, Flat, Fast, Flexible, and Fertile to new ideas - The organisation is a team of teams.

The team works for the leader » The leader works for the team - Servant leadership prevails.

A platform where "what" people learn has precedence » A setting where "how" people learn becomes the priority - Speed of learning is the only truly sustainable competitive advantage.

A reliance on rules » A climate where the organisation's values give people permission to act - Research suggests globally only about 15% of employees are engaged.

Insights from "Is It Time To Revisit Your Organisations Values?". Download your copy from our website today https://www.transearch.com/orxestra/downloads


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