Start with a hypothesis Every good experiment begins with a hypothesis, a theory or assumption to be tested.
This is an opportunity to build agility and innovation into your cultural DNA.
1 TARGET Start with specific behaviors in a targeted group that you want to change. Whether it’s boosting employee innovation or fostering better decision-making, set clear, measurable outcomes that reflect the behaviors you want to encourage. For example: We need to improve our Operations team in Europe’s efficiency so that they have more time to be creative and solve customer problems. 4 TRIAL Pilot an intervention with your chosen group and measure with rigor. Test the solutions in a small, controlled environment before scaling, using both data and anecdotal feedback to gauge success.
2 EXPLORE
3 SOLUTION Design interventions targeting the behaviors you want to change. The key is to start small, with a laser-focused group, rather than overhauling the entire system. For example: Change default meeting invites to 25 or 50 minutes or limit cc’s in emails.
Get under the skin of current context.
Through observation, surveys, or interviews, you can identify what’s preventing change and influencing behaviors. It’s about understanding the context of employees’ decisions—what are the processes, policies, environmental factors, unwritten rules and cultural codes that are stopping them from achieving the desired behavior? 5 SCALE Once successful interventions have been identified, scale them across the organization, tweaking as necessary for different teams or cultural contexts.
The lesson is clear: Resilience is about adaptability and agility. And the key to that resilience lies within the people and the culture they create together. Adaptability and agility can be hardwired into your culture—and it doesn’t have to be complex or overwhelming. It’s about treating the changes and shifts of the energy industry as an ongoing process of experimentation, adaptation and learning, and not a one-off Big Bang event.
Issue 2 - Brandpie Energy 21
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