People are the heart of change. Without them, new ideas wouldn’t exist. No new processes, new products, or new services. That all sounds pretty obvious, but taking things further than the idea stage is a little more nuanced than just people’s involvement. Especially when it comes to disruptive ideas.
In most cases, disruption doesn’t “just happen”. It takes work. It needs conviction and belief. And the right perspectives are essential. Because disruption involves displacing the previous ways of doing things, working without a reference or benchmark to implement something new is not easy. But it’s a challenge that countless organisations have tackled head on.
A major part of their success is down to having a collective of people with the right approach and understanding. People who truly believe in the purpose of what they’re aiming to achieve. And people who set the strategy for, and form part of, a culture that inspires those involved.
The importance of culture
If someone was to ask what culture means to you, what would you say? There’s no right or wrong answer, because every business is different. The priorities of one organisation are rarely the same as another. That’s the basis of your brand’s identity. Something that plays a big part in making you who you are. But it’s more than that, too, and understanding it is essential.
Culture is about shared values. It’s the backbone of a collective purpose. It plays a tremendous role in demonstrating and displaying understanding, and it’s key to giving people a true sense of what an organisation really stands for. In terms of finding success in a business planning to disrupt their industry, that’s vital.
For disruption to succeed, the people behind it need to believe in the purpose. That means the people involved need a reason to believe in it. Sure, a big part of that is making sure that the plan itself is solid and convincing. But for long-term support from your people, you need to create a culture that helps to instil and reinforce that confidence.
Creating a culture that values disruption
At the Disruptors Conference 2023, Ian McAleese (Snowflake), Macs Dickinson (LHV), and Louise Wood (Leeds City Council) hosted a session where they shared their insights on people and teams for driving disruption. The session covered the importance of culture in both succeeding with disruptive practices, as well as ensuring that people within organisations are able to thrive with the business. Because the growth of individuals within organisations is just as important as the growth of the business itself.
Building teams.
One of the key focal points in the session was managing the organisational culture from the very beginning. From a hiring perspective, that means developing teams that work efficiently and effectively by ensuring that individuals are the right fit for both the brand and the culture. It also means prioritising a greater sense of collaboration to avoid the creation of micro-cultures. This can be a common issue, particularly in cases where teams are split or work remotely. But if forward momentum and growth are a priority, especially in terms of disruption, then the overall brand culture can be an incredibly powerful tool.
Making an impact.
Disruption involves making a difference. It’s about changing the way things are done. The value of that notion can have a significant impact on how people within your organisation view the process and the goals. Because people want to be able to make a difference with the work they do. They want to actively be a part of the value and purpose of the brand and the solution. Showing people how they can make a difference is highly effective at promoting a positive culture where disruption is involved.
Prioritising autonomy is also important. Self-governing working styles with the ability to make their own decisions can go a long way towards fostering a motivated and fulfilling environment. People gain improved trust and job satisfaction, and it helps to develop their skills and leadership abilities. In turn, autonomy inspires creative thinking and unique approaches to strategy. It’s that innovation that helps to drive the success of disruptive ideas.
Development and retention.
Aside from overcoming the hurdles of skill gaps, promoting and providing opportunities for the development of teams and individuals within an organisation is a highly effective strategy for enhancing a workforce. It strengthens teams, enabling businesses to complement their weaknesses with diverse skillsets, whilst also improving employee engagement and productivity. Making professional development a priority also helps to attract great job candidates, whilst simultaneously improving retention. It’s all a part of being able to show the people who choose to be a part of an organisation that they’re valued and that their futures and personal goals are important to the business.
Taking a proactive approach
Navigating a disruptive journey can often feel overwhelming. But it doesn’t have to be as complex as it seems. Prioritising forward thinking and effective planning goes a long way towards avoiding certain hurdles, particularly where people are concerned. It’s also important to think about alternative perspectives, which is where external support can be incredibly powerful.
Celebrating your successes along the way is essential, too. Especially when it comes to the people involved in those successes. Do you have a disruptive people management story to tell? If you do, then now is the perfect time to tell that story. The Yorkshire Excellence in HR Awards are taking place this year, and organisations are able to enter right up until the deadline on Friday the 19th of July 2024. Categories include Rising Talent in HR, People Leader of the Year, Excellence in Learning & Development, Talent Acquisition Innovation, ESG Impact, and much more.
Visit the Yorkshire HR Awards website for more information and to submit your nominations.
If you’re looking for support with your current people management processes and challenges, please don’t hesitate to contact me - [email protected].