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| Change and the Cycle of Specialization |
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Change and the Cycle of Specialization
product or service. (I am not certain which came first, specialization or information, but the cycle continues.)
With rampant specialization taking place in all areas of our lives, the information that is available to us has increased by a factor of 10,000. If we are to do the best for our organizations, it is imperative that visionary leaders and business decision-makers expand their knowledge accordingly. They must increase data input capabilities and speed up the decision-making process to keep pace.
The question is, ??Can we change that quickly??? History suggests that we have remained genetically unchanged through thousands of years and it takes a minimum of a million years to affect and change us. We can??t wait that long to address the gap between the exponential specialization and our human capabilities. If we agree that our future depends on our ability to learn faster than our competition and we recognize our own individual limitations, then the only solution lies in increasing the human talent available to our organizations.
I am not talking about a specialist who is internally focused and going to generate more information further complicating our already overly complicated lives, but rather a generalist who is externally focused and capable of leading teams of specialists at all levels in the organization. Someone with creative talent, a solid foundation in basics and a uniqueness of thought capable of taking a project from start to finish, thereby lessening the load on you the visionary leader and business decision-maker.
Large, prosperous organizations may be able to add this type of talent to their staff, but there are potential problems in this approach. First, it is costly. Second, these people need to be constantly challenged. Third and possibly most important is that the longer they stay with the organization the more they are likely to develop an internal perspective and thereby diminish their effectiveness to the organization.
Consequently, the challenges for organizations large and small are the same. Where do we find this kind of talent? How do we utilize this talent and have them maintain an external perspective?
After much introspection and thought, I have decided the solution lies in hiring talent on a project-by-project basis. The specifications for this talent include real world experience leading projects from inception to successful completion. The talent must have a track record of working with and through people as well as exhibiting creativity and the potential for original thinking. Obviously this person needs to be a good communicator. If you have followed my logic this far, then what you need is a ??Consultant.???? Copyright Bob Cannon/The Cannon Advantage, 2005. All rights reserved. Byline
Bob Cannon helps visionary leaders make decisions that gain a competitive advantage. Check out other interesting articles available in the Taking Aim newsletter available at www.cannonadvantage.com . Bob can be reached at (216) 408-9495 or mailto: bob@cannonadvantage.com This article courtesy of http://www.cannonadvantage.com. You may freely reprint this article on your website or in your newsletter provided this courtesy notice and the author name and URL remain intact.
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| Category
creativity in business and profits |
Author
David Gabbitas |
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