Organizational agility is the capability of a company to rapidly change or adapt in response to changes in the market. A high degree of organizational agility can help a company to react successfully to the emergence of new competitors, the development of new industry-changing technologies, or sudden shifts in overall market conditions.
Change puts pressure on organizations, putting a premium on adapting; the faster the pace of change, the greater the premium. Without change, ...view middle of the document...
There are no surprises and everything is nice and predictable. That is not the case in the reality of today’s market conditions. Enterprises that do not adapt are in for a lot of trouble. To quote Darwin, “It is not the strongest species that survive, nor the most intelligent, but the ones most responsive to change.” The organization that doesn’t adapt and evolve is in danger of going the way of the Dodo bird.
Managers of agile organizations need to be champions of their teams. They need to build trusting relationships with all of their team members. These managers need to remove obstacles in the organization, as well as be able to coach their team members, providing appropriate levels of feedback. If they are able to do these things they will be ideally placed to see how to grow strategically. They will see when more people are needed and what skills those people need to develop as the market changes. A manager who has placed themselves strategically at the head of their team should be able to force the pace of adapting to change. They can help their organization become ambidextrous, able to exploit areas where they currently excel, as well as explore future needs by seeking and recognizing new opportunities. It will not happen if executives do not make it happen.