As long as HR will consider the job is to design the "ultimate fine-tuned stabilized Org Chart", establish cristal clear scopes, and seek and call for stability, eliminating noise and flashes of short-circuits of information and lines of command, then adaptability remains a void speech.
Out of pitch of the business pogo-waltz.
Weak beat and delay on innovation techno rave party variations.
HR executives must shift action mode and mission of their HR teams to engage their business partners (managers lines), to encourage (= ground floor of engagement...) individuals or communities to hack as maniacs plain and dotted lines grids.
Like waves washing on the shore.
Cliffs as well.
No worries, Tsunami is unlikely to happen, especially in big corporate fortress and bunkers, but mini-hacks field of expression can be the agents of change and smooth yet radical re-design.
Kind of adaptability daily currency.
Some HR forces "bit-coins" (IT geeks social anti-monitary flow).
Helping individuals, sub-elements, clusters and divisions to pull the broader organization into the new pulse and onto the new biz-tech floors.
(Source trademark H.U.A. HEARD UNDERSTOOD ACKNOWLEDGED by GUZIK, MITCHELL, Los Angeles, CA)
HR need to develop capability of detecting signals emmitted by individuals and groups re-aligning themselves to better respond to a business or process re-alignment.
Or H.U.A as Hackers Urge Adaptability ?
Give your Hackers a voice, a mike , a stage and you will get adaptabilty bonus features.
Illustration of the below STAGE 1 DNA helix anchoring (Co16) activation with
“MODE.CO” HR INNOVATION FRAMEWORK
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