Fortune 500 companies are trapped in old ways of working. During the industrial revolution, these organizations flourished over a consistent and reliable operating system. This typical waterfall strategy segments an organization into a large hierarchy where influence is saturated at the top. This was built at a time when work was simple, and workers were lead by informed acquiescence.
These are rule-based, process driven organizations that operate through 20th century “good management” practices.
But then… that one thing that happened… which we now know…. changed everything.
That thing, of course, is digitization.
The speed of work required to succeed is now at a new floor. The pace of information becoming accessible has rapidly increased. Startup’s are causing disruption and are adapting to the changing ecosystem that digitization has presented us with. Fortune 500 companies, on the other hand, are lagging behind.
Digitization makes large organizations vulnerable.
We’ve already seen the consequences of once dominant brands being eliminated entirely:
The reality is that organizations can’t sustain success without adapting to new ways of working within the digital realm.
At the core of the solution, is human connections.
There needs to be a shift towards a human-centered organization that breaks the hierarchy to let influence spill down the ladder. This will allow teams to freely collaborate and judge ideas on their merits and not their provenance.
Allowing this to happen will increase the speed in which information is unlocked, shared, and digested. As a result, teams will be aligned, and company goals will be accomplished faster.
Increase the speed of thought sharing to one destination to facilitate collaboration.
Organizations need to leave behind the world where few directed many. It’s time to change the playbook and empower employees to selflessly participate in sharing knowledge across a company.
Leaders can’t tell employees how to think. Instead, they must learn how to manage the environment where they think. Get them out of side conversations, private messaging, and secret 1 on 1’s and put them into a platform where they can openly collaborate.
This is not employee advocacy. Forcing employees to praise an organization's success only further segments them into a ‘tool for PR’. Employees need to be looked at as underutilized assets for inspiration. As a result, organizations need employee empowerment, not advocacy.
These ideas are at the foundation of Pressly. We build our product to support a new way of communicating inside an organization. Our platform has the ability to holistically host an organization, a community, or a network to one destination to foster engagement and insights.
In our experience, as soon as an organization realizes how the way of working and communicating has changed, they begin to see the true value of our service. Our hope is to increase the speed in which information is shared and processed. When an organization creates a place for human connections to occur, it allows them to innovate, respond, and iterate to the ever changing world we now live in.
These changes have been in motion for years, and it's taking Fortune 500 companies too long to catch up. They are now subject to elimination as disruption from technology continues its attack on large markets.
Large organizations need to leverage human connections to speed the flow of information in order to innovate and remain leaders in their space.
If not, they subject themselves to uncertanity and vulnerability. It's up to them.
We'll be waiting.
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