Organizational Development
Rigid organizational lines, limited time and resources, politics, and aggressive management styles all contribute to the usually unintentional building of silos and barriers that limit organizational development.By creating cross-functional communication, companies can unleash powerful currents to improve customer service, employee satisfaction, and organizational change while achieving cost-reduction and revenue growth opportunities.
Still, competitive pressures faced by companies mean that often times an executive team can only focus on the biggest and best projects. Using an efficient process with effective tools is only part of the solution. The real opportunity is overcoming the organizational and human behavioral obstacles that inhibit traction for change in an enterprise. While every company has the capacity to change, what often hinders organizations is human behavior. Employees often keep suggestions and ideas from managers due to cultural myths and perceived risks resident in an organization.
Line managers and senior executives need to constantly engage in ways to break through the barriers to change: creating synergies both deep and wide within the organization, establishing a rigorous culture of responsibility and accountability, and developing a sense of urgency for both decision-making and implementation.