What can you do to develop a team flexible enough to thrive in today's fast changing global environments? Check here!

1. DEVELOPINGTHE
AGILE WORKFORCE
Dr. R. GrantTate
the bridge-ltd
grant@mybridgeonline.com
434-466-4655
www.mybridgeonline.com
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2. WHAT IS
ORGANIZATIONAL AGILITY?
• The capability of a company to rapidly change or
adapt in response to changes in the market.1
• The capacity to identify and capture
opportunities more quickly than rivals do.2
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1. http://www.slideshare.net/gamalarafa/organizational-agility-18226022
2. http://www.mckinsey.com/insights/managing_in_uncertainty/competing_through_organizational_agility

3. AGILE ORGANIZATIONS
• Strategic awareness
• Aligned leadership
• Resource flexibility
• Agile workforce
Fast Strategy: How Strategic Agility Will Help You Stay Ahead of the Game, by Yves Doz and Mikko Kosonen. Copyright © 2008 by Yves Doz and Mikko Kosonen.
Published by Wharton School Publishing, a Pearson Education Company.
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Requirements

4. WHAT CAN LIMIT AN
ORGANIZATION’S AGILITY?
Bad information systems
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Ineffective IT
Size
Job descriptions
Excessive controls
External/internal regulations
Inefficient organizational structure
Passive workforce

5. 5
Organizational model
Operations
Layer
Process
Layer
Agility built on
solid processes.

6. 6
Core Skills &Training
TeamTraining
SpecializedSkill
SpecializedSkill
SpecializedSkill
SpecializedSkill
SpecializedSkill
SpecializedSkill
SpecializedSkill
THE AGILETEAM
Dare the Impossible
-- Achieve the Extraordinary

7. THE AGILETEAM
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• Clear, unambiguous objective
• Total alignment
• Members capable of
independent action as
necessary
• High degree of trust

8. THE AGILE INDIVIDUAL
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9. We use a set of
assessments
developed and
validated by
Innermetrix, Inc.
There are three
parts:
DISC,
VALUES
ATTRIBUTE
INDEX
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10. THE DISC ASSESSMENT
Decisive
Interactive
Stabilizing
Cautious
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11. 11

12. High S and C scores indicate less agility

13. SCATTER PLOT OF ATEAM
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This team is high
on caution and
stability.
Not agile.

14. THEVALUES ASSESSMENT
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15. 15
High Regulatory scores
indicate less agility

16. SCATTER DIAGRAM OFVALUES
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17. STRATEGIES FOR DEVELOPING AN
AGILE WORKFORCE
• Hire Agile people
• Train everyone in foundational skills
• Set clear goals and objectives
• Breakdown silos
• Choose flexible executives
• Choose agile organizational styles
• Set minimal HR rules, i.e. Job Descriptions
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18. FOR MORE INFORMATION
Dr. R. GrantTate
the bridge-ltd
grant@mybridgeonline.com
434-466-4655
www.mybridgeonline.com
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