Deadly Mistakes Preventing a Change and Adaptability Culture

Your success with building a change and adaptability culture in your business depends not only on coming up with great ideas and making them happen but also with establishing the culture with employees.

No business attribute is more important today as that of adaptability, as many, many businesses are on the brink of irrelevance … unless they change as fast as change itself. You need to have and try many creative business ideas as often as possible … take to heart what Peter Drucker had to say in the quote shown above. That is why this needs to be a part of the culture of your business.

Within five years, if you’re in the same business you are in now, you’re going to be out of business.
-Peter Drucker

It’s also important to recognize that culture comes from the people — it is the people. Think about the individuals within your organization — what are their personalities like? Who are they outside of work? What tickles their fancy? All of these things lend to the culture of your organization, and ultimately your products

We live in a business world accelerating at a dizzying speed and teeming with ruthless competition. As most of the tangible advantages of the past have become commoditized, creativity has become the currency of success. A 2010 study of 1,500 CEOs indicated that leaders rank creativity as №1 leadership attribute needed for prosperity. It’s the one thing that can’t be outsourced; the one thing that’s the lifeblood of sustainable competitive advantage.

Unfortunately, most companies fail to unleash their most valuable resources: human creativity, imagination, and original thinking. They lack a systematic approach to building a culture of innovation and then wonder why they keep getting beaten to the punch.

Creative change and adaptability could become the main strengths of your company and the pillars of its long-term growth and success.

Here are some useful tips on how to help move toward a change and adaptability culture in your business:

Encourage curious, imaginative minds

We are big believers in change and adaptation. They contribute heavily to creative minds. We’re first curious about something, and it’s that curiosity that drives us to create new ideas. Try to think of inventors who created something without first being curious or imaginative. Difficult isn’t it?

Create the spirit of collaboration

Your employees should feel like members of one big family. They are the biggest assets of your business.

Creativity doesn’t often happen in a vacuum. As the author Steve Johnson says, chance favors the connected minds. When people are together, talking, laughing, thinking, exploring — they’re going to throw out ideas. These ideas trigger something in someone else’s mind, and it snowballs. Before long, this group of folks has developed a creative change that wouldn’t have been possible without the collective collaboration.

Don’t fall prey to the myth that only some people are adaptable and you’re not one of the chosen few. We are all adaptable; it’s just a matter of figuring out in what way. So find things you’re curious about and that are interesting to you, use your imagination a little, stay motivated and work at it, and surround yourself with others who are doing the same.

Foster adaptability

Creativity drives change and adaptability and can be taught. There are many courses that teach people different creative techniques. Give your employees the opportunity to acquire skills that will help them become more productive and proficient in what they are doing.

Encourage new ideas to flourish

People should be encouraged and inspired to openly and freely share ideas for change. There should be no censorship in the creative process and in ideas for change. Welcome everyone to contribute with their ideas for improving, from the couriers and drivers to the top managers.

Maximize diversity

Ziba, a top innovation-consulting firm in Portland, has an “Ambassador Program,” which allows employees to spend three months working in other disciplines, known as “tribes.” During that time, the ambassador team member participates as part of those teams. This helps to create an understanding of another world. That diversity of thought and perspective, in turn, fuels connection and adaptability. It also translates into better business results.

Diversity in all its shapes, colors, and flavors helps build a culture of change. The diversity of people and thought; diversity of work experiences, religions, nationalities, hobbies, political beliefs, races, sexual preference, age, musical tastes, and even favorite sports teams. The more diversity the better.

Encourage Autonomy

We all prefer control over our environments. According to a 2008 study by Harvard University, there is a direct correlation between people who have the ability to call their own shots and the value of their change and adaptability. An employee who has to run every tiny detail by her boss for approval will quickly become numb to the environment of change.

Granting autonomy involves extending trust. By definition, your team may make decisions you would have made differently. The key is to provide a clear message of what results you are looking for or what problem you want the team to solve. From there, you need to extend trust and let them do their best work.

Mike Schoultz is a digital marketing and customer service expert. With 48 years of business experience, he consults on and writes about topics to help improve the performance of small business. You can find him and his writing on G+, Facebook, Twitter, Digital Spark Marketing, Pinterest, and LinkedIn