G.R.O.W.T.H. Targets – The Six Pillars of Davidic Growth
In the Davidic Growth Paradigm framework, growth happens when the organization looks at six pillars of growth targets. These pillars are best illustrated in the diagram shown above.
1. Governance Excellence – In order to survive and thrive in the new economy, the governance structure of an organization must rise to the challenge of having leaders that can pave the way for digital and exponential transformation to happen and the willingness of everyone in the organization to be accountable for their own contribution to its attainment.
This would necessitate leadership excellence in several areas: mentoring, management, and monitoring. The governance team should be both leaders that can set a vision for the organization and guide their people towards a set direction, and coaches who are ready to perform mentoring and guidance so that nobody is left behind. At the same time, they should be adept managers who deal with the responsibilities of making day to day decisions and empower their people to implement those decisions. Lastly, they should be able to put in place a good monitoring system that can provide information required for them to stay adroit, agile, and adaptable.
2. Replicable Strategies – The organization has to streamline processes to eliminate wastages and make themselves adroit, agile, and adaptable. These processes have to be continuously improved until they become quality processes, measurable and repeatable. But it does not end there. Once re-engineered or improved processes are in place, new approaches to ensure that they are replicated more consistently and more efficiently should be explored. This would include looking at process automation strategies like robotic process automation (RPA), digital process automation (DPA), and even process automation improvements through the use of artificial intelligence and machine learning.
3. Optimized Resources – Not only in their processes should optimization be observed. The organization has to look at their overall management and usage of their resources to ensure that they are being utilized in the most optimal ways possible. This takes #2, Replicable Strategies, one notch higher by taking those replicable strategies and combining them with engineering principles to come up with an optimized, integrated system of people, knowledge, equipment, and materials. Disciplines that the organization should look into for this pillar are industrial engineering, management engineering, operations research, and management science.
These first three pillars are more introspective in that they prepare the organization for their journey of Davidic growth by first looking inwardly on themselves. They then are able to develop their adroitness, agility, and adaptability. This would enable them to work on the next two pillars which are now more forward-looking. But because of the efficiencies created by the first three pillars, they would now be moving towards digital and exponential transformation with greater speed.
4. Winning Innovations – In this age of digital and exponential transformation, companies have to continuously learn how to reinvent themselves so as not to become stagnant. With the fast pace of change sweeping the business landscape, organizations cannot just stand by and watch things happen or they will soon be overtaken by competition who are more agile, flexible, and adaptable. In this growth pillar, the challenge for a company is not just to find new ways of doing things but even go to the extent of reinventing and re-imagining its business model to create a better version of itself.
5. Technological Advantage – Eventually, the winning innovations that a company initiates in their organization have to translate to technological advantages. They should harness the power of these innovations to give them that competitive edge. Drawing inspiration from exponential technologies, they have to inject the use of technology in the new ways of doing things that they have conceptualized for their business to produce increasingly greater efficiencies in their business processes.
The last pillar ensures that the gains of the first five would not be lost by creating a holistic culture of growth across the entire organization.
6. Heightening Culture – In the book “Mindset” by Dr. Carol S. Dweck, she calls the growth mindset as the new psychology of success. This growth mindset has to holistically permeate an organization that is wishing to experience a Davidic Growth. This growth mindset needs to translate into a heightening culture where everyone in the organization is always thinking of ways to improve, to advance, to increase, and to progress.
The organization has to instill in its people that enduring capacity to be innovative and creative in wats that goes beyond what they perceive as their natural abilities and capabilities. They have to continuously challenge themselves to get out of their comfort zones and believe in their capacity to do much more than what they believe they can do based on their limited appreciation of their innate talents.
It is only when an organization realizes the need to continuously work on these six growth targets and always be mindful of the Davidic growth paradigm of creating “a mindset of reframing disadvantages into opportunities and preempting advantages from becoming liabilities” will they be on their path to true exponential digital transformation.