Older Organizations, Big Challenges Ahead
In my work with several mature organizations, I have found that challenges exist that unless tackled, have the potential to create gridlock, stagnation, lose of intellectual capital, employee disengagement and insufficient personnel to run them in the future. These challenges put an organization at risk. Now is the time to be proactive and yield to change. These companies have been the bedrock of industry. In speaking to some of the leaders within them, many are ready for change. Employees are either dug in, ready to take the leaders’ “hot seat”, or breathing a sigh of relief that maybe now their ideas, their brilliance, will create the legacy they see as they consider retirement.
The opportunities I advocate to and with leaders include creating an aligned, engaged and empowered workforce for current and future generations, welcoming diversity and inclusion, mastering new technologies, being a mentor and accepting reverse-mentoring.
On diversity – all leaders know The Golden Rule, “Do unto others as you would have them do unto you.” A newer rule that I include in trainings is The Platinum Rule, “Do unto others as they would have you do unto them”. With cultural competency, communication assessments and plain old “mother wit” comes the recognition that everyone does not think alike. Older companies that aren’t diverse and if they are diverse aren’t inclusive, stand to lose some valuable opportunities. Like failing to attract the best of the best candidates who are women and people of color. And if they attract them as employees, have the challenge of retaining them.
Top-down and bottom-up communication and strategic thinking on the future. Assure a continuance of the company. Protect your assets and intellectual capital. Use technology to face the challenges. We either meet the challenges or are beaten by them.
