"Well, our guest today argues that the best way is by moving to a more project-driven model of work, up and down the organization from the corporate level to individual teams. He wants us to both ruthlessly prioritize as well as stay fluid so that we're identifying strategic goals, assembling teams to go after them, evaluating as we go, and then either continuing, shifting, or disbanding based on our outcomes."
"But our guest today, Antonio Nieto-Rodriguez, has studied a bunch of companies around the world who have adopted this model organization-wide, and he's here to give us a play-by-play on how leadership, org design, and ideas about value creation need to change in order to make that happen and to reap the benefits, which he says are both financial in terms of new revenue streams, but also psychological in terms of more energized and engaged employees."
A project-driven model of work spreads from corporate leadership to individual teams and emphasizes ruthless prioritization and organizational fluidity. Strategic goals are identified, specific teams are assembled to pursue them, and progress is evaluated continuously so initiatives are continued, shifted, or disbanded based on outcomes. Implementing this model requires changes in leadership approaches, organizational design, and concepts of value creation. Companies that adopt the model report financial benefits through new revenue streams and psychological benefits including increased employee energy and engagement. Adoption is challenging and differs substantially from traditional operations and talent management practices.
Read at Harvard Business Review
Unable to calculate read time
Collection
[
|
...
]