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Towards organisational agility at eDO, some lessons from the trenches - Brett Ansley
Otras charlas de la CAS 2019 también en podcast: https://lk.autentia.com/CAS19-Podcast
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Change here at eDreams Odigeo has historically been centrally managed and deployed. We have recognised that not only is this inefficient but also we often roll out suboptimal changes because we are not aware of what others are doing or the context in which they operate. We are now changing our philosophy to how we approach change to take a more holistic look at the topic.
In order to do this we have been trying to answer some big questions:
How do we need to behave and communicate in order to foster change happening at all levels?
How do we help people to recognise when change is needed? Do we need to make data more available? Do we need to publish insights and opportunities?
Once people people have recognised that a change is needed how do we create an environment that rewards them for stepping up and making the change they see as necessary?
How does all of this become normal?
What are the ant-patterns that could cause this to fail?
How do we transition safely from central management to organic continuous change?
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By AutentiaOtras charlas de la CAS 2019 también en podcast: https://lk.autentia.com/CAS19-Podcast
-------------
Change here at eDreams Odigeo has historically been centrally managed and deployed. We have recognised that not only is this inefficient but also we often roll out suboptimal changes because we are not aware of what others are doing or the context in which they operate. We are now changing our philosophy to how we approach change to take a more holistic look at the topic.
In order to do this we have been trying to answer some big questions:
How do we need to behave and communicate in order to foster change happening at all levels?
How do we help people to recognise when change is needed? Do we need to make data more available? Do we need to publish insights and opportunities?
Once people people have recognised that a change is needed how do we create an environment that rewards them for stepping up and making the change they see as necessary?
How does all of this become normal?
What are the ant-patterns that could cause this to fail?
How do we transition safely from central management to organic continuous change?