Thoughts on technology and innovation
Beth Farrar, Marketing Manager
Jamie Notter, accomplished speaker, author, and consultant is one of our favorites in the association world. Not too long ago he hosted a #CultureChat through his organization, WorkXo. The twitterchat was to explore the link between culture, agility and nimbleness. These topics are near and dear to NimbleUser/Nimble AMS. Jamie asked participants, “What kind of culture do you need to actually get that agility?” and other thought provoking questions. Below we have captured and paraphrased our favorite #CultureChat responses, along with our “NIMBLE” take on the issue. Here are the highlights:
Q1: What are the basic elements of a culture that supports agility?
Q2: What makes it hard to be nimble?
I particularly enjoyed this Twitter exchange which talks about change and understanding how and how long it takes your culture to process change.
Q3: What do we do about structure and hierarchy to ensure agility?
The loyalty vs. ownership comment is very interesting. In a high performing organization, you want “owners” on your team. You want the type of people who will take things and run with them. In Jamie’s tweet he mentions loyalty as almost a blind following. While you could argue that loyalty is important in it’s own right (loyal employees act and behave as if it were their own company-making good decisions and acting in the best interest of the company), loyalty, at times, can hold us back. Because you have a longtime relationship with a co-worker or teammate you might have a harder time holding them accountable or pushing back on an idea or plan. We would agree that ownership is important to measuring success and for personal accountability. However, loyalty is not to be discounted.
Q4: We can’t be nimble because people resist change. Discuss.
The world is made up of risk-takers and risk averse people. Let’s face it--we all have different degrees of comfort with change. It is in these different reactions to change where people learn and grow the most. The risk taker may learn best by making too bold of a move, whereas the risk averse person may learn from a missed opportunity. The risk taker may encourage immediate action whereas a risk averse person may “pump the brakes” and ask more questions. A well balanced team will encourage the viewpoints of both of these people and embrace these qualities in the decision-making process. It helps to remind the team that the common ground found between these two very different type of people is the motivation to do what’s in the best interest of the organization.
Culture is Ever Evolving
The questions that Jamie Notter asked are very on-point and things that culture-conscience organizations think about. At NimbleUser we are having daily conversations about what it means to be agile and nimble. Having these conversations regularly helps to ensure that these topics are top of mind for everyone and part of the culture.