![\"Team](\"https:\/\/flevy.com\/blog\/wp-content\/uploads\/2018\/09\/Team-image-300x204.jpg\")
Digital natives are threatening the way traditional organizations do business.\u00a0 The dated authoritative structures and imposing mindsets of the executives of traditional companies are in stark contrast to today\u2019s technology-savvy startups and digital-native companies.<\/p>\n
Traditional firms are running out of time to revisit their strategies and promptly transform in accordance with the rapidly evolving markets and business environment.\u00a0 They need to focus their attention towards eliminating bureaucratic challenges, such as resource scarcity, fragmented processes, siloed environments, as well as lack of innovation.\u00a0 Conventionally-run business entities can learn a few tricks from agile organizations.<\/p>\n
Agile companies develop small teams<\/a>\u2014comprising a few people who possess the required key skills to accomplish strategic initiatives\u2014as their basic organizational unit.\u00a0 Rather than converging information technology professionals in a centralized department, agile firms group software designers and engineers in individual teams, to work uninhibited on high-yielding initiatives.<\/p>\n This necessitates the senior leaders to create an enabling environment for the small teams to flourish, by offering them adequate authority required to match the pace of the digital economy, equipping them with top talent, offering suitable tools to act promptly, and constantly gauging their performance.\u00a0 The leaders need to let the small teams make everyday decisions independently, allow them to escalate the judgments only in dire circumstances, and take time-consuming administrative tasks off of them.<\/p>\n The approach for the organizations to empower small teams<\/a> and smoothly transition to Agile way of working consists of\u00a04 key steps:<\/p>\n The first step for an organization to embrace Agile method<\/a> of working is to create independent teams in impactful areas.\u00a0 Autonomy is clearly beneficial for the team building<\/a>, particularly for teams working on functions serving the customer directly or affecting customers\u2019 experience.<\/p>\n It is equally important that the executives choose teams of people possessing different skills and capabilities.<\/p>\n The second step to a smooth transition to Agile ways of working is to place strong performers on independent teams from the start.\u00a0 Senior executives are often reluctant to put their top performers on autonomous teams\u2014considering the task far from being mission critical\u2014since their inclination is to rather have them engaged in strategic endeavors.<\/p>\n Selecting the right, talented people paves the way for the teams to thrive and helps train managers shortlist and create more autonomous teams, and provide teams with a clear view of their customer.<\/p>\n The third step in empowering small teams<\/a> is to provide the teams with a clear view of their customer.\u00a0 Agile and digital-native companies place a consistent emphasis on improving customer experiences which offers the independent team an opportunity to have a clear and consistent perception of business priorities.<\/p>\n The last step for an organization to embrace the Agile way of working is to allocate resources up front and hold teams accountable. \u00a0Teams working on client-facing roles almost always acquire the resources, information, consents, and finances required for new projects.\u00a0 Their issue is not scarcity but rather sluggishness.\u00a0 Once the teams have the required resources and authority, senior executives need to meaningfully measure the teams\u2019 achievement, ensure achievement of desired results, hold teams accountable for delivering outcomes, and promptly reassign resources from under-performing projects to encouraging ones.<\/p>\n To manage and motivate autonomous empowered teams, training and coaching mid-level managers to adopt new behaviors to enable the teams function in a truly agile way is critical.\u00a0 This is often challenging for managers developed in traditional organizations.\u00a0 The\u00a03 critical mindsets which should be encouraged in managers working to empower small teams include:<\/p>\n Interested in gaining more understanding on how to effectively Empower Small Teams<\/a>?\u00a0 You can learn more and download an editable\u00a0PowerPoint about Empowering Small Team<\/strong>s<\/strong> here<\/a>\u00a0on the Flevy documents marketplace.<\/p>\n You can download in-depth presentations on this and hundreds of similar business frameworks from the FlevyPro Library<\/a>. FlevyPro<\/a> is trusted and utilized by 1000s of management consultants and corporate executives. Here’s what some have to say:<\/p>\n “My FlevyPro subscription provides me with the most popular frameworks and decks in demand in today\u2019s market. They not only augment my existing consulting and coaching offerings and delivery, but also keep me abreast of the latest trends, inspire new products and service offerings for my practice, and educate me in a fraction of the time and money of other solutions. I strongly recommend FlevyPro to any consultant serious about success.”<\/p>\n \u2013 Bill Branson, Founder at Strategic Business Architects<\/p>\n<\/blockquote>\n “As a niche strategic consulting firm, Flevy and FlevyPro frameworks and documents are an on-going reference to help us structure our findings and recommendations to our clients as well as improve their clarity, strength, and visual power. For us, it is an invaluable resource to increase our impact and value.”<\/p>\n \u2013 David Coloma, Consulting Area Manager at Cynertia Consulting<\/p>\n<\/blockquote>\n “As a small business owner, the resource material available from FlevyPro has proven to be invaluable. The ability to search for material on demand based our project events and client requirements was great for me and proved very beneficial to my clients. Importantly, being able to easily edit and tailor the material for specific purposes helped us to make presentations, knowledge sharing, and toolkit development, which formed part of the overall program collateral. While FlevyPro contains resource material that any consultancy, project or delivery firm must have, it is an essential part of a small firm or independent consultant’s toolbox.”<\/p>\n \u2013 Michael Duff, Managing Director at Change Strategy (UK)<\/p>\n<\/blockquote>\n “FlevyPro has been a brilliant resource for me, as an independent growth consultant, to access a vast knowledge bank of presentations to support my work with clients. In terms of RoI, the value I received from the very first presentation I downloaded paid for my subscription many times over! The quality of the decks available allows me to punch way above my weight \u2013 it’s like having the resources of a Big 4 consultancy at your fingertips at a microscopic fraction of the overhead.”<\/p>\n \u2013 Roderick Cameron, Founding Partner at SGFE Ltd<\/p>\n<\/blockquote>\n “Several times a month, I browse FlevyPro for presentations relevant to the job challenge I have (I am a consultant). When the subject requires it, I explore further and buy from the Flevy Marketplace. On all occasions, I read them, analyze them. I take the most relevant and applicable ideas for my work; and, of course, all this translates to my and my clients’ benefits.”<\/p>\n \u2013 Omar Hern\u00e1n Montes Parra, CEO at Quantum SFE<\/p>\n<\/blockquote>\n","protected":false},"excerpt":{"rendered":" Digital natives are threatening the way traditional organizations do business.\u00a0 The dated authoritative structures and imposing mindsets of the executives of traditional companies are in stark contrast to today\u2019s technology-savvy startups and digital-native companies. Traditional firms are running out of time to revisit their strategies and promptly transform in accordance with the rapidly evolving markets… Being Disrupted by Digital Natives?\u00a0Empower Small Teams Using Agile Techniques to Remain Competitive<\/span><\/a><\/p>\n","protected":false},"author":110,"featured_media":3842,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"neve_meta_sidebar":"","neve_meta_container":"","neve_meta_enable_content_width":"","neve_meta_content_width":0,"neve_meta_title_alignment":"","neve_meta_author_avatar":"","neve_post_elements_order":"","neve_meta_disable_header":"","neve_meta_disable_footer":"","neve_meta_disable_title":"","footnotes":""},"categories":[408,85],"tags":[222,106,1259],"class_list":["post-3839","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-management-leadership","category-organization","tag-agile","tag-leadership","tag-team-building"],"_links":{"self":[{"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/posts\/3839","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/users\/110"}],"replies":[{"embeddable":true,"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/comments?post=3839"}],"version-history":[{"count":10,"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/posts\/3839\/revisions"}],"predecessor-version":[{"id":7953,"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/posts\/3839\/revisions\/7953"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/media\/3842"}],"wp:attachment":[{"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/media?parent=3839"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/categories?post=3839"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/tags?post=3839"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}\n
![\"Empowering](\"https:\/\/flevy.com\/blog\/wp-content\/uploads\/2018\/09\/Empowering-Small-Teams-Flevy-1024x766.png\")
<\/a><\/strong><\/p>\n1. Create independent teams in impactful areas<\/h2>\n
2. Place strong performers on the independent teams<\/h2>\n
3. Provide teams with a clear view of their customer<\/h2>\n
4. Allocate resources up front and hold teams accountable<\/strong><\/h2>\n
\n
Do You Find Value in This Framework?<\/h2>\n