Most companies were built for more predictable times, which can make them too inflexible and segmented to thrive in today’s complex, changing environment. It’s time to evolve into an “Octopus Organization”: one that’s adaptive, decentralized, and built for change. Here’s how.
Shift your mindset before your methods. Don’t start with a playbook, framework, or step-by-step plan. Real transformation begins by changing how people think and behave. Let teams closest to the problems drive experimentation, embedding learning into daily work.
Spot and fix what’s holding you back. Recurring issues often stem from organizational “antipatterns”: habits that stifle clarity, ownership, or curiosity. Identify the patterns that drain energy or slow progress, then test targeted experiments to replace them with better systems and behaviors.
Spread change instead of scaling it. Top-down scaling kills local ownership. Instead, create the conditions for ideas and practices to flow organically, pulled from team to team, based on need and local context. When one team’s success is visible and meaningful, others will pull it in and adapt it.
Lead by designing the system. Octopus leaders don’t control—they become architects. Your job is to build environments where others can thrive, clarify purpose, remove friction, and lead with trust. |
