Culture and organization
Culture is the first reason transformations fail. Axibra keeps the organizational side of a decision in view instead of leaving it to chance.
See how it worksAs organizational culture shifts from early to later stages of the Mindset Spectrum, principles of leadership change as well. The UNITE Paradigm Shift in Organization and Leadership outlines the critical factors of green-teal leadership and how they differ from earlier models.
The package
The case
In a green-teal environment, it is not only that what the leader does changes. It’s who the leader is and if there is even a leader at all. This approach will likely be very different from your existing organization, and it should be! The Paradigm Shift required in Organization and Leadership allows us to understand the way leadership changes in an innovation team so we can build the right culture from the ground up.
The mechanics
The most important thing to note is that, in an innovation context, leadership moves fluidly between people. The innovation team is not a hierarchical group in which decisions are made or direction comes from the top. Rather each member of the team takes the lead in different tasks. You might be involved in three projects, and you are the leader in one and being led in the other two. But this could also change depending on who has the knowledge to lead in that moment. Thus, when we speak of the leader and leadership, we are talking about the person who is leading at that moment. All members of the team should cultivate the skills of a leader that we talked about.
The purpose
What is the goal of the model?
Understanding the changing nature of leadership. Leadership is not incidental to the effectiveness of an innovation team. Fluid leadership means that each person has the ability to direct the team at the moment when they are most qualified to do so. This ensures cohesion, trust, and adaptability.
Beyond the download
The PDF is yours to keep. But a model changes something only when it touches the work — and that is what Axibra does with it. The model becomes the structure your decisions are made in, and every outcome stays traceable back to the input it came from.
In practice
For years we applied this model by hand, in client engagements. It now runs inside Axibra.
Culture is the first reason transformations fail. Axibra keeps the organizational side of a decision in view instead of leaving it to chance.
See how it worksThousands of organizations leverage the UNITE models — these are some of them …
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From here on
Axibra is where these models run. It carries a decision through to the work that follows it, and keeps every result traceable back to the input it came from. If you would rather start with a conversation, we are one call away.
Strategy does not fail in the thinking. It fails in the handover.
Stefan F. DieffenbacherFounder & Managing Director of Digital Leadership
