It is time to pause and look at what we’ve gone through in a year that we won’t be able to forget!
In this post we want to share the blog posts that had the greatest reach; different subjects, but focused in sharing information and updated data in this reinvention and adaptation process that 2020 required from us.
We hope you enjoy it!
- The challenge of organizational agility
It is important to know that agility is not limited to technological actions, as commonly believed; it must be accompanied by major behavioural changes as well as skills tied to accepting change for ensuring the sustainability of these actions. In addition, we must mention the pandemic that has accelerated many transformation processes.
- Organisational Culture Is Not Static
This year, organisational culture has been the protagonist of transformation processes. Due to the pandemic, several industries have changed their way they work.
Technology, communication, and collaboration spaces have gained importance because of social distancing. In this sense, leaders have had to reorganise their teams and bring them together to continue working and achieving objectives. This is a turning point that has had an impact on the organisational culture, that is, on the beliefs and behaviours that affect employee interactions. This culture cannot not be static any more, as it must adapt to the needs of the organisation and the environment.
- Job Carving in the digital world
In the corporate world, digitalisation and faster working methods require us to stay up-to-date on trends that allow us to reformulate habits, activities and keep motivation high.
We have already discussed Job Carving, but in this article we want to go into depth on how to manage it when the only option is the digital.
- SOS Organisational Culture. The need for the digital!
The transformation of the digital organisational culture allows us to explore new scenarios and set new challenges for organisations, in particular for Human Resources management and its Digital DNA.
That is why organisations plan major and structural changes that will be necessary in this transformation in terms of new ways of managing people, new ways of finding and developing talent, of communicating with staff, of strengthening leadership.
- Organisations that become change accelerators
When company leaders cultivate a change-oriented mindset in their teams, all the pieces of the operating system tend to be influenced by the emergence of a successful agile work model.
In this article, we will discuss a few cases of organisations that decided to adopt this mindset.
