Conceptual review paper proposing four archetypes of ambidexterity, harmonic, cyclical, partitional, and reciprocal. Differentiating dimensions are time (sequential/simultaneous) and structural (separately/integrally) pursuit of ambidextrous goals.
Provides a valuable summary of 48 papers by tradeoffs, antecedents, key issue (focus), and outcomes, which I have converted into a single table. This is a useful taxonomy. For example:
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One of my favourite books on organisational change is ‘Who Moved my Cheese?’ It’s short, and mice looking for cheese to eat is an appealing analogy. It’s a model for managers because it covers four theoretical outcomes of change. Those outcomes are: what happens if I (or we) do, or don’t make this change, what […]
Ever wondered why managers struggle to overcome resistance to change? Why institutions consistently talk about improvement but cannot increase operational efficiency? And why do some sectors perform so badly when compared with others? Tensions Management is a better way to overcome resistance to change, as it addresses social and technical factors simultaneously. Dr Russ Lewis […]
One key action: Agile Guidance for C-Suite leadership If my job title was a three-letter acronym and the first letter was a “C”, I might be un-festively fed-up with people telling me how to run my agile digital transformation. Two more ‘top ten something-or other things CEOs and CIOs should worry about’ appeared last week, […]
