Large organizations, despite their established structure, resources, and market presence, face a variety of challenges. These challenges can be diverse and complex, based on the industry, market conditions, and organization's internal culture.
Large organizations often struggle with implementing change due to the inertia of established procedures and culture.
Real World Example: Microsoft's shift towards cloud computing under the leadership of Satya Nadella. The leadership clearly communicated the benefits of the shift, increasing the intensity of desire and perceived value, while breaking down the transition into achievable steps, making the shift seem less daunting.
Large organizations often struggle with coordinating tasks and goals across different departments.
ATOMIC MIND Application: Foster a shared desire for collaboration and coordination across departments.
Real World Example: The use of cross-functional teams at Apple to ensure smooth product development. The company encourages a desire for collaboration, highlights the value of teamwork, and facilitates easy communication between teams.
Large organizations may become complacent and fail to innovate, which can hurt their competitiveness.
ATOMIC MIND Application: Use the NDFF to drive innovation in the organization.
Real World Example: Google's policy of allowing employees to spend 20% of their time on personal projects. This cultivates a strong desire for innovation, highlights its value, and makes innovation feel accessible to all employees.
Large organizations often struggle with retaining talented employees, leading to high turnover rates.
ATOMIC MIND Application: Use the NDFF to create a work environment that attracts and retains talent.
Real World Example: Netflix's approach to talent retention. They foster a strong desire for career growth, offer attractive compensation and benefits, and create a culture where these benefits are easily accessible.
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