組織を動かす時、錦の御旗が有効です。成長の止まった組織の人達は古い考え方で仕事をしており変革を起こすことは大変難しいです。大きな変革・飛躍を果たすには、古い考え方を払拭するために錦の御旗、即ち新機軸が必要です。
新機軸を打ち出すことはリーダの重要な役割です。新機軸は、組織の全員が共有してその組織の抱える問題点を克服できるものでなければなりません。それには、古い考えとの違いが明確で、誰にでも分かるものでなければなりません。
私の経験では、グローバルネットワークサービスが伸び悩んだ時に、新機軸(パラダイムシフト)として定性的な目標として、カスタマーシフト(日系から外資系企業)、サービスシフト(旧サービスから新サービス)、オペレーションシフト(日本人スタッフからローカルスタッフ中心)を打ち出し、更に、定量的な目標として3年で売り上げ3倍を掲げ、全員でこれを唱えることにより目標を達成しました。
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