Intelligent & Innovative Teams
“In a time of drastic change, it is the Learners who inherit the future. The Learn-ed usually find themselves equipped to live in a world that no longer exists.”
— Eric Hoffer
Have You Created an Adaptive and Developmental Culture?
As a learning leader, if the idea of creating an adaptive and developmental culture – one of continuous learning and evolution – resonates with you, continue reading. Consider the following questions:
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Is the team’s culture aligned with organization’s strategy?
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Is the team successfully executing this strategy?
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Is the team enthusiastic and “All-In” engaged?
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Is the team rapidly responding to emerging adaptability gaps?
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Is the environment “safe” for people to fail in their pursuit of solutions to the adaptive challenges that limit performance?
Become a Learning Leader
If your answer to any of these – and similar — questions is anything other than a firm: “Yes! We are rock-solid,” we may have something of great value to offer you. We have many years of experience and specialized training in working with teams resistant to traditional change management methods.
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There is a serious disconnect between what leaders say they want their cultures to be, and the culture they actually create. They say they want a culture characterized by innovation, initiative and candor while the employees say what is really valued is obedience, predictability and deference to authority. The Authoritarian – Command-And-Control – management paradigm was designed to produce obedient, reliable and submissive employees. It was the management system of choice in the industrial economy.
Creating and Sustaining Intelligent, Innovative Teams
An intelligent, innovative team is an integrated system – an independent entity – with a “voice” of its own. It is an intelligent system that is naturally creative, resourceful and generative. It is in a constant state of emergence; evolving towards its next evolutionary stage so it is always in tune with the ever-changing environmental ecosystem.
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In intelligent, innovative teams, conflict is not seen as a problem but a healthy signal that change within the system is needed. It is not about assigning blame about “who is doing what to whom” but instead taking a non-judgmental and creative look at what is trying to happen. The system, as an ecosystem, naturally evolves towards a healthy equilibrium because all the voices in the system are heard. Everyone has valuable data, information and wisdom to contribute to the team. There is an understanding that all voices need to be heard – including the unpopular and contrarian ones.
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In today’s VUCA world, if you want different results, you must embrace a different management paradigm. The knowledge economy requires creativity, and rapid, iterative learning leading to innovative solutions to adaptive challenges.
Next Steps
At In Search of Eagles, we use a two-step process. First, we have a 15 – 30 minute phone conversation in which you describe your situation and we answer any questions you have. Secondly, If we agree to continue to explore an engagement relationship, we will schedule an in-depth strategy session in which we thoroughly explore your needs and expectations. So that the strategy session is an efficient learning experience, we ask you to complete a brief questionnaire beforehand.