Guerrilla Change On A Global Scale

Large organisations have huge advantages over small ones. It’d be madness to pretend otherwise. The scale of resources available lets them do the impossible.
But sometimes smaller organisations have the edge.
It’s like the history of warfare. How many times has a tiny, ragtag group of enthusiasts defeated the army of an empire?
You don’t need the history of the world to see that. Just look at Afghanistan – whichever era you choose.
Sometimes size can work against you.
It’s the same with organisational change.
This is one area where a start-up of ten employees can trounce a multinational megacorporation. Ten people can change overnight, if they’re motivated.
But ten thousand?
That requires a plan.
A strategy.
A multiyear campaign.
The more important agility becomes, the greater the advantage of being small.
But there’s a way to turn this around.
To leverage the size of a large organisation.
And that’s in figuring out what to change to.
Sure, you might have some neat ideas and clever theories. So what? The reality of the situation is always going to be more complex.
So let’s say you have a vague notion of what you want more of – let’s stick with agility for this example.
There are many ideas on how to cultivate organisational agility. Which do you choose?
If you’re large enough, you can choose all of them and see what works.
Your Berlin branch can do something different to your Tokyo branch, and so on.
Then you simply monitor the situation and see what works.
I’m not going to pretend this strategy is free from risks. It can create silos, resentment and breakdowns in communications.
But this isn’t a model I invented – a curious theory with no real-world evidence.
I simply looked at the most powerful nation of our time, the United States, and copied what I saw.
Sure, there are rivalries between states.
And sometimes the system struggles when crime or commerce crosses state lines.
But overall, their diversity of systems is a strength.
With enough executive control, the President could take the most effective systems and roll them out across the nation.
That won’t happen, of course. Political reality says no.
As a strategic leader in your organisation, you have a lot more control than the US President. This crazy notion might be one you can pull off.
And if you’re looking for something to test on a small scale?
I recommend trust.
Take one of your sites and make organisational trust the number one priority.
Trust in and from employees.
Trust in and from customers.
You’ll be amazed at what happens.

The best way to enhance your organisation is with the ultimate advantage: trust.
But how do you measure something like that, let alone improve it?
Especially if your workforce is stretched thin, cynical and burned out on change?
There are simple, effective and proven strategies you can begin implementing today. I know you can unlock the creativity, productivity and joy of your employees.
Learn how today with my free white paper and all the resources you need to launch your own trust-based change initiative:
https://battenandking.com/advantage

Article Source: http://EzineArticles.com/10263929