So how can you create a more dynamic organisational "muscle"? There are 3 key elements we believe are crucial for this.
First of all, you need to distribute autonomy into the organisation to avoid that decisions are only made at the top, which is a too large bottleneck, lacking also the insights required to make those decisions.
Secondly, it's very important that when you distribute autonomy, that the people who receive is are actually ready for it! (You could be taking a huge risk not considering this one while spreading the autonomy all over the place ...). This is the tricky part however, as accepting autonomy is something very personal, and not something you do because you have to. There are however approaches that help in this, it's very important firstly to ask (!) for this acceptance of autonomy (not presume it, which is sadly often the case!). Also important, is the need to involve the people as much as possible and as early as possible, or even better, use the idea's/ initiatives presented by themselves first! In the latter case, the acceptance of autonomy is by default the case.
Lastly, and assuming autonomy can be distributed AND is accepted (point 1 and 2), there is another important lever to exploit which is co-operation. A group of autonomous people that start to truly co-operate does generate an exponential amount of extra impact! An effective way to enable co-operation is trough the definition and execution of projects, as these allow to tailor the objective (which issue to solve) and the required co-operation to be able to succeed.
Pactify (methodology and web based system) allows to introduce these 3 dynamics into your organisation, in a very gradual way. We set-up a forum inside the organisation out of which co-operation projects emerge, and where our methodology ensures that autonomy is optimally distributed and accepted, and the power of co-operation fully utilised to tackle the project challenges, in a fully transparent and repeatable way.