Chick-fil-A   Murphy & Wylie

ORGANIZATIONAL AGILITY

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As organizations grow they need leaders who have organizational agility.  These are leaders who have the ability to adapt and to grow with the business.  Sometimes this means the ability to take on new positions or responsibilities which are a necessity within the organization.  This can be difficult because sometimes these roles may be new and uncharted territory.  Not only can it bring uncertainty into your work life, but you may feel like you are sacrificing roles and responsibilities you currently enjoy to try something new.  However, having organizational agility could be the key to unlocking your future success within an organization.

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Think through the following questions:​

• Do you enjoy taking on new responsibilities or challenges in the business?  Do you see how it could be necessary for the business to have different leaders adapt their roles as the business grows?

• What keeps you from taking on new roles or responsibilities in the business?  Are you worried about failure?  Are you concerned about losing responsibilities you enjoy?  Does it feel like too much pressure or does the uncertainty make you anxious?

• Do you see the growth of an organization as valuable to you?  What benefits could you receive by being open to and adapting to the needs of the organization?

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It's easy as a leader to get comfortable in your role.  The longer you are in that role, the more comfortable and confident you feel in your leadership in a particular area.  Making yourself a more organizationally agile leader can be scary and make you feel vulnerable as a leader, but there are some great benefits if you lean into the new opportunities your organization presents.  Review the 4 benefits of an organizationally agile leader.  First, leaders who adapt to the needs of an organization build perspective.  They get an opportunity to experience responsibilities and viewpoints of the business that they otherwise wouldn't have.  Taking on new responsibilities also builds exposure.  It allows more people within the organization to see the value you can bring outside of your normal roles.  As you continue to grow and succeed in different roles, you will begin to build your confidence in new areas of the business and feel more confident as an overall leader.  Finally, as you develop and grow and serve the organizational needs, it will build new opportunities for you within an organization.  As senior leaders begin to see that you are a team player and excel in the responsibilities you are given, they are more willing to consider you for bigger and better positions within the business.   

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Think through the following questions:

• What are areas of the business you currently do not have experience?  Maybe it's marketing, financial, catering, FOH, BOH, talent management, inventory, training, etc.?

• How do you think getting more experience in a new area of the business could build your perspective, exposure, confidence, and opportunities within the business?

• Do you see a future need in the business that may require new leadership roles or responsibilities?  How can you begin to prepare yourself for those roles and responsibilities when they arise?

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TAKE ACTION

Having organizationally agility is more than just a willingness to try new responsibilities.  You have to be currently leading at a high level which builds confidence in others that you can handle new and challenging responsibilities.  It means demonstrating confidence and performance in your current role as well as demonstrating the ability to quickly learn, grow, and influence other areas of the business.  See if you can develop your knowledge of other areas of the business over the next 30 days and become more organizationally agile for future opportunities that may arise in our business.   

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• Prepare - Determine 2 to 3 areas of the business which you currently are not very familiar.  Identify key leaders in these areas of the business and find some time to sit down with them to learn more about their roles and responsibilities.  See if they can teach you some of their tasks and start to challenge yourself to view the business from their perspective.  

• Share - Schedule some time to sit down with your Talent Director and other senior leaders in the business.  Share with them your desire to learn more and help with any needs of the business.  Get their perspective on what leadership needs they anticipate in the next 3 to 6 months and see how you can make yourself organizational agile to step into those new leadership opportunities if and when they arise.

• Be Aware - Pay attention to the trends in the business.  Make sure you are performing at a high level in your current role and that the senior leadership team knows of your desire to take on new responsibilities.  Look for opportunities that are arising within the organization and position yourself in the best light to be considered for those opportunities when they do arise.

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CHARACTERISTICS OF MASTERY

Strives to grow expertise in multiple areas of the business outside of current responsibilities; has a servant heart to take on roles and responsibilities according to the needs of the organization and not just personal interests; prepares themselves for future opportunities in the organization rather than waiting for opportunities to come first; views every role within the organization as serving a vital part of the overall success of business.  

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ADDITIONAL RESOURCES​

1. Organizational Chart of Leaders and Responsibilities