Basic Workplace Ethics for an Organization
Let us go through some workplace ethics: Rules and regulations ought to be same for everyone. Everyone needs to attend office on time irrespective of their designation, distance of their home from the workplace, salary or status. An individual cannot come to office late just because he is the team leader and his team is […]
Examining the Crisis of the Leader – Follower Relationship in the Present Times
Historically Legendary Leaders and the Leadership Crisis of the Present Times Leaders by definition are expected to inspire and motivate their followers to execute their mission and be transformed by their vision. Indeed, any textbook on leadership would explain how Leaders not only need to articulate their vision but also imbue their followers with a […]
Why Organizations need to Communicate Effectively During Crises
Many people think that corporate communication is all about glitzy press conferences in plush hotels and the hosting as well as the wining and dining of media personnel and associated stakeholders. However, there is more to corporate communications than coming up with glossy annual reports or pithy press releases. For instance, the real mettle of […]
Why we Need more Emotionally Intelligent Leaders and Managers in Chaotic Times
What is Emotional Intelligence and Why we need more High EQ Leaders and Managers Emotional Intelligence is defined as the art and science of managing one’s emotion and that of the others. Emotionally Intelligent individuals are those who are good at controlling their emotions and learning to defer gratification till the work is done, empathise […]
Importance of Audit in Public Sector Organizations
Audit is an instrument, a tool of financial control, which is employed by the public or private sector or an individual to safeguard itself against fraud, extravagance and more importantly to bring credibility to the audited. According to International Organization of Supreme Audit Institutions audit is defined as “Evaluation or examination of systems, operations and […]
The pandemic has brought about radical changes in not just the way of life but also in the way organizations approach work. Now is the time for the OD guys to shine. The years of stagnancy, the change initiatives frozen in time, the dynamic transformation visualized, discussed but never implemented have all been jolted to life by the pandemic.
A time for crisis is also the time for opportunities and organizational development experts can put on their cape and work magic in making working condition better and an impossible life a little bearable under such extraordinary circumstances.
It is time for the leaders to take risks and drive initiatives. Business decisions stuck in red tapes, bureaucracy and procrastinations have been propelled into action thus empowering to leaders to make quick decisions, take unique actions and build up people around them in the process.
The pandemic has shown that valuing people over profit is the way to go forward, business leaders have resorted to innovative distribution of resources in order to retain the workforce and create an environment of trust and compassion. With little scope for inertia, interesting things are shaping up and changes are embraced with less resistance and more enthusiasm.
The post pandemic world will be inclusive, flexible and innovative. What would it mean for the organizational development initiatives?
Many stared at existential crisis and several others were forced to ponder over existential questions. Reevaluating Purpose, “the who we are” and “what we want to do” of the business will be the key to define and navigate the way forward.
For leaders this also means looking beyond the present chaos and commotion, prioritizing long term goals over short term gains. A wrong shift can change the course of the business and it needs to be clear whether it is a desired, calculated and beneficial shift. Motherhood statements apart, what will be the defining aspect is the implementation of those defined purposes.
The organizations and leaders will have to consciously and intuitively arrive at values they want to be identified and associated with. In times of crisis this is what differentiates organizations and also determines whether they fall apart or gear forward. A large part of how changes can be implemented is impacted by the culture and values of the organization.
It is also important to point out that sometimes leaders will be taking decisions with limited or only real time information and while this may lead to errors of judgment at times but will also form the path towards disruptive innovation and change.
The agility and quick response to situations needed in the present circumstances requires a flatter, autonomous and fluid organizational structure.
During the early days of the pandemic organizations were forced to come up with rapid response teams, nerve centers and other task specific groups involving members from different verticals thus ensuring quick responses with detailed and honest communication regarding big decisions. The key would be to find a way to keep this going once the crisis is over.
The remote working option has opened a global pool of talent which could not have been accessed before. It also is a good time to reevaluate, redefine roles and reskill employees to meet changing objectives especially those who are in the customer facing roles.
Creating meaningful people transactions based on trust and compassion will ensure sustainability and progress. Leaders as role models, influencing and motivating employees through positive communication can help mitigate the psychological toll the pandemic has been taking on the employees.
In addition to the above aspects, a conscious effort to create an ecosystem mindset will be crucial. Any organization is a complex series of network with various external and internal stakeholders. The organizations doing exceptionally well during the pandemic have taken the transactions with each of them a step beyond, creating opportunities and values together.
Most strategic associations proved to be elusive when the organizations needed them the most however, employees, customers and most vendors stuck together and survived together. It’s a valuable lesson for the organizations and reinforces again the learning of valuing people over profit.
Embracing technology and evaluating solutions from several vantage points while not getting overwhelmed with data is another aspect to be considered while charting the future course. Finally learning, unlearning and relearning while adapting to changes with flexibility and swiftness would be the challenges and opportunities for the organizational development initiatives within the organization.
The post pandemic world shall belong to the organizations committed towards building people and creating lasting values in their transactions.
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Work Culture – Meaning, Importance & Characterics of a Healthy Culture
February 12, 2025
