It is time to pause and look at what we\u2019ve gone through in a year that we won\u2019t be able to forget! <\/p>\n\n\n\n
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. <\/p>\n\n\n\n
We hope you enjoy it! <\/p>\n\n\n\n
It is important to know that agility\u202fis not limited to\u202ftechnological\u202factions, as commonly believed; it\u202fmust be accompanied by major behavioural changes as well as\u202fskills\u202ftied to accepting change\u202ffor ensuring\u202fthe sustainability of these actions.\u202fIn addition, we must mention the pandemic that\u202fhas accelerated\u202fmany transformation processes.\u202f <\/p>\n\n\n\n
Read more here<\/a><\/p>\n\n\n\n This year, organisational culture has been the protagonist of transformation processes. Due to the pandemic, several industries have changed their way they work. <\/p>\n\n\n\n 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. <\/p>\n\n\n\n Read more here<\/a><\/p>\n\n\n\n In the corporate world, digitalisation and faster working methods require us to stay\u202fup-to-date\u202fon trends that allow us to reformulate habits, activities and keep motivation high.\u202f <\/p>\n\n\n\n We have already discussed Job Carving, but in this\u202farticle\u202fwe want to go into depth on how to manage it when the only option is the digital.\u202f <\/p>\n\n\n\n Read more here<\/a><\/p>\n\n\n\n The transformation of the digital organisational culture allows us to explore new scenarios and\u202fset\u202fnew challenges for organisations, in particular for Human Resources management and\u202fits\u202fDigital DNA.\u202f <\/p>\n\n\n\n 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,\u202fof strengthening leadership.\u202f\u202f <\/p>\n\n\n\n Read more here<\/a><\/p>\n\n\n\n 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. Read more<\/a> <\/a>here<\/a><\/p>\n","protected":false},"excerpt":{"rendered":" It is time to pause and look at what we\u2019ve gone through in a year that we won\u2019t 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\u202fis not limited to\u202ftechnological\u202factions, as commonly believed; it\u202fmust be accompanied by major behavioural changes as well as\u202fskills\u202ftied to accepting change\u202ffor ensuring\u202fthe sustainability of these actions.\u202fIn addition, we must mention the pandemic that\u202fhas accelerated\u202fmany transformation processes.\u202f Read more here 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…<\/p>\n","protected":false},"author":17,"featured_media":23914,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"content-type":"","footnotes":""},"categories":[257],"tags":[],"class_list":["post-24312","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorized"],"_links":{"self":[{"href":"https:\/\/blog.pdainternational.net\/en\/wp-json\/wp\/v2\/posts\/24312","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/blog.pdainternational.net\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/blog.pdainternational.net\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/blog.pdainternational.net\/en\/wp-json\/wp\/v2\/users\/17"}],"replies":[{"embeddable":true,"href":"https:\/\/blog.pdainternational.net\/en\/wp-json\/wp\/v2\/comments?post=24312"}],"version-history":[{"count":2,"href":"https:\/\/blog.pdainternational.net\/en\/wp-json\/wp\/v2\/posts\/24312\/revisions"}],"predecessor-version":[{"id":24806,"href":"https:\/\/blog.pdainternational.net\/en\/wp-json\/wp\/v2\/posts\/24312\/revisions\/24806"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/blog.pdainternational.net\/en\/wp-json\/wp\/v2\/media\/23914"}],"wp:attachment":[{"href":"https:\/\/blog.pdainternational.net\/en\/wp-json\/wp\/v2\/media?parent=24312"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/blog.pdainternational.net\/en\/wp-json\/wp\/v2\/categories?post=24312"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/blog.pdainternational.net\/en\/wp-json\/wp\/v2\/tags?post=24312"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}
In this article, we will discuss a few cases of organisations that decided to adopt this mindset. <\/p>\n\n\n\n