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In an environment of constant change, organization-wide agility is key to staying ahead, with leadership and boards increasingly looking to HR to lead efforts that allow agility to flourish. New research sheds light on where HR can focus to move the needle forward on enterprise agility.
Preliminary results from a joint study by the Institute for Corporate Productivity (i4cp) and HR Executive of business leaders highlight key HR challenges brought about by persistent change—from AI advances to economic uncertainty. More than one-third of respondents said their organizations perceive change as either “a threat,” “fatiguing” or “overwhelming.” About 31% view change as “expected and manageable,” while one-quarter say change is part of their company’s business model.
Kevin Oakes, co-founder of i4cp, says the firm’s research has historically demonstrated that organizations that hold negative views of change tend to be lower-performing.
“Meanwhile, companies that look at change as normal and expected—and, most importantly, as an opportunity—those are the high-performing organizations,” Oakes says.
Agility as a performance predictor
It’s “no big mystery” that organizations across industries are navigating unprecedented rates of change.
“It’s hard to keep up,” Oakes says. “You open your phone in the morning and you never know what you’re going to