Imagine running a factory that assembles electronic devices. Your operators work in highly interdependent teams on the assembly lines, and they’re dealing with a fundamental technological change that you recently implemented. Robotic arms and automated machines were put in place to streamline the assembly process, replacing several tasks previously performed by hand.
Now, the robotic arms handle repetitive and precision movements, such as screwing components together and applying adhesives. This change relieves your operators of mundane work and lets them focus on more complex aspects of the assembly process, such as quality control, troubleshooting, and process optimization. However, they must adjust to the new work environment: They need to individually learn how to operate and maintain the automated systems while also learning how to coordinate differently as a group.
This kind of fundamental change to how members of a team relate to their individual roles and to one another plays out in all kinds of workplaces. Whether it’s triggered by organizational decisions to adopt new technology, new regulations, or structural transformations, it requires adaptation on both an individual and team level.
Members of an accounting team grappling with changes in disclosure laws, for example, may need to individually master new reporting rules as well as rethink collaboration within the team to establish new internal control systems. Employees of an organization transitioning from a functional structure to a divisional structure may need to individually acquire knowledge about the products and services offered by each division in addition to learning how to effectively coordinate with colleagues in the new cross-functional environment.
Denne historien er fra Winter 2024-utgaven av MIT Sloan Management Review.
Start din 7-dagers gratis prøveperiode på Magzter GOLD for å få tilgang til tusenvis av utvalgte premiumhistorier og 9000+ magasiner og aviser.
Allerede abonnent ? Logg på
Denne historien er fra Winter 2024-utgaven av MIT Sloan Management Review.
Start din 7-dagers gratis prøveperiode på Magzter GOLD for å få tilgang til tusenvis av utvalgte premiumhistorier og 9000+ magasiner og aviser.
Allerede abonnent? Logg på
Ask Sanyin: How Do You Build for an Unpredictable Future?
While the pandemic was a wild ride of uncertainty for me and many of my peers in leadership, it feels like we never regained our footing.
What You Still Can't Say at Work
Most people know what can’t be said in their organization. But leaders can apply these techniques to break through the unwritten rules that make people self-censor.
Make Character Count in Hiring and Promoting
Most managers focus on competencies when evaluating candidates but it’s character that will transform the DNA of the organization. Here’s how to assess it.
Why Influence Is a Two-Way Street
Managers achieve better outcomes when they prioritize collaborative decision-making over powers of persuasion.
Know Your Data to Harness Federated Machine Learning
A collaborative approach to training AI models can yield better results, but it requires finding partners with data that complements your own.
How Integrating DEI Into Strategy Lifts Performance
Incorporating diversity, equity, and inclusion practices into core business planning can provide a competitive edge.
The Myth of the Sustainable Consumer
Companies that understand the different kinds of consumers for sustainable products can market to them more effectively.
A Practical Guide to Gaining Value From LLMs
Getting a return from generative AI investments requires a systematic approach to analyzing appropriate use cases.
Improve Workflows by Managing Bottlenecks
Understand whether process or resource constraints are stalling work.
Craft Schedules That Work for Everyone
Business leaders can improve retention and business performance with schedules that make sense for workers’ lives.
