New Style

Nowadays, we found that is not only hospital that provide 24 hours service. Pharmacies, supermarkets, banks, cafes, workshop, and grocery store also provide 24 hours service throughout the day.

About one or two decades ago, we still find many offices and stores which closed at three in the afternoon and accept the situation as common matter. Now, if we find a situation like that, maybe we would laugh and would call it "Jadul" (Old Fashioned). It’s not so strange anymore for us to have discussions, trainings and business meetings until midnight? "Long hours" work has become routine, and working at weekend seems to become common.

Can we imagine what would have happen if we don’t find a new style in dealing with situation that always changed like this? 

We see many organizations that demanded their employees to work harder, implement procedures and rigid discipline faster. But apparently they still complain about the employer’s performance and productivity that doesn’t fulfill their expectation. In the midst of stressful work situation, we often hear people complain about their boss: always not satisfied, always changed their mind, or overworked their employers.

How do we act to the working atmosphere if it is no longer comfortable? Demands of the economic, social and global requires us to think harder to refresh our working style. If we feel that the organization doesn’t change the style for decades and the atmosphere are no longer excited, wouldn’t that be a sign for us to switch style or change direction? 

Closed or Open?

Which one we think is better? Hold and keep carefully our "secret kitchen" or let our design, product, and distribution to be accessed and utilized widely for free?

Did we know that many academics in our country and that kept their research that could benefit many people? Some people worry so much about their work being copied. 

Before, companies who were keen to capture customer needs, predict market trends, have comprehensive system procedures, would be likely to dominate the market. They can "catch" many customers with an approach that we called the "push platform." However some world-class companies now actually leave this mindset. They are no longer shift the customer, they are no longer oriented to meet the needs of customers, but they let themselves to innovate freely, to open their mind through feedback, learn from different fields, creating new values, highlighting the uniqueness of their products and services. In the end, it is the customers who will actually "chase" them. New Style. "Pull platforms" is enabling these organizations to catch up, but also to "attact values" 

Companies or individuals who are oriented to hold and keep secret and only see the benefits for themselves have found so hard to compete with companies that are open, flexible, innovate prior to "strength values." 

We should look at companies in India and China, which developed rapidly with an open production, open distribution, and the creative design process. 

The most obvious example is the survive of companies like Linux who provides open source services, fighting against Microsoft who is closed, detain and charge all of its services. Just look at David Beckham's Adidas X 2010 Lookbook. Adidas Management says "Adidas is going from strength to strength".

Competition is something we can not do with the money parameter anymore, they said, but rather to value creation. 

Collaboration vs. Seniority

Before, we are afraid to cut all things smelled seniority, as a proof that experience is indispensable in running a business. But now, time is proving that the reverse case has occurred.

The only thing we need is to collaborate. As individuals, we each also have " to open" and oriented to collaborate. It is often forgotten to examine and appreciate ourselves and our company as an important strengths. We often don’t realize there is more energy and strenghts within ourselves. We need to believe in our strength to experiment, take risks, or even make changes. We need to think, what strength we have that we can contribute to be an added value to the team and the market. Imagine if the companies whose content of 500 people, all intended to make one change. Companies like this, can definitely make innovation without thingking harder. 

We need to believe that we are born imaginative and "resourceful".

Fertilize "The Passion"

Every CEO who is asked about the most important thing in his organization, would answer one word, human resources. But if the talent development stops, usually top management will directly refer to the training programs, coaching, mentoring and all sorts of sophisticated and expensive human resource development.

If human resource and talent are that important, why do we rarely hear about the CEO who immediately rolled up his sleeves to handle their own "important people" that need development. Why there are not many CEOs who expressed a commitment to increase employer’s passion in the company? Though passion is far exceeded the satisfaction of both customers and employees.

Only with passion that the performance can be extremely increased. Only with passion that will make the employer to calculate "what's in it for me." 

Let’s take a look, the approach in people also need a new style. If not, we are not only make ourselves vulnerable to loss markets and customers, but also left behind by our own employees.