Sooner or later, every organization experiences turbulent periods, shocks, organizational & strategic changes or stress scenarios. It is very important (and even calming) to know that crises and low points are a natural part in any organization’s life, just as successes & high points accompany its life cycle. The trick is to know not just how to survive the challenging moments but to actually be able to grow from them.
Today’s business world, in which we operate, is characterized by rapid and numerous changes, in increase in the level of complexity and a great deal of uncertainty. These characteristics constantly threaten the organization’s internal resilience, the brand and its public image, its economic and business strength and even the continuity of functionality. The complexity of the business market, as well as an increase in competition and the dynamic changes in the consumer world, require every organization to prepare for the days in which it encounters ‘black swans’. An organization that engages in advance in strengthening its organizational resilience builds for itself functional flexibility ability that allows it to handle changing situations, prevent escalation and effectively handle the consequences.
Not Only for Crises
Great organizational proves itself not only in the handling of emergencies and crises. In fact, organizations with fair degree of strength enjoy it a great deal even in routine periods, as part of the organizational capability to identify changes and developing trends, proactive planning for handling the market’s dynamism and competition as well as frequent strategic changes including merger, privatization, layoffs and other processes. Naturally, the stronger the management backbone is, the stronger the entire organization is as well.
Multi-Dimensional Organizational Resilience
In order to develop and nurture true and overall organizational resilience, one must focus upon the various dimensions in the organization and upon the relationships between them. For this purpose, we must emphasize:
- Building a strategy and formulating values (including the ways to mobilize the employees with a high sense of personal commitment to the shared goals)
- Examining the business and managerial professionalism while emphasizing high efficacy
- Integrating the team members on all levels to joint work
- Developing a proactive and direction dictating approach while focusing on internal control. One should mobilize the will of the employees and the managerial echelon to influence their future and the future of the company and channel it to the organizational development
- Flexibility, which includes openness and tolerance of new and creative ideas, technological flexibility as well as managerial flexibility, the key points of which are learning capability, leading changes and adapting to new situations.
Gaya and your organizational resilience
Gaya assists in an integrative diagnosis model, which diagnoses the resilience of your company, in all of its various dimensions, and creates an infrastructure for building an intervention program in each of the resilience dimensions.
The process includes:
- Monitoring the dominant resilience indicators in the internal organizational environment, within the context of the ‘treats’ and the risks operating in its environment.
- Identification of key gaps
- Identification of the most effective action channels for building the resilience and all its components and nurturing it.
- Building of a designated program that is adapted to the organization’s needs