????但這樣的變革不一定需要一場財務(wù)危機、大面積裁員、管理層大換血或股價暴跌。變革需要來得更快一些，成本更低一些。

????借用軍事術(shù)語，我們是在試圖找到縮短“包以德循環(huán)”（OODA loop）的方法，即觀察、調(diào)整、決策和行動所需的時間。戰(zhàn)場上，往往是包以德循環(huán)最短的軍隊獲勝。商界也是同樣的道理。

????隨著世界變化越來越快，策略更新的速度也必須加快。企業(yè)變革趕得上我們周邊世界的變化嗎？太多情況下，答案是否定的。

????鑒于HR在組織機構(gòu)核心流程中的主要職責(zé)(比如，績效考核，人員配置，組織發(fā)展，變化管理，薪酬)，HR有機會成為積極變革的真正催化劑。那么，讓我們來設(shè)想一下，HR部門能如何走到前面，為未來的力量搖旗吶喊。（財富中文網(wǎng)）

????您認為，是什么讓適應(yīng)力強的組織有別于其他組織？敬請分享您的高見，參與由英國特許人事和發(fā)展協(xié)會和MIX聯(lián)合舉辦的在線問題解答活動“打造適應(yīng)力優(yōu)勢”，為HR界出謀劃策。

????But such change shouldn't require a financial crisis, swinging lay-offs, a clean sweep of the executive suite, or a crippled share price. Change needs to happen a whole lot faster and a whole lot cheaper than it does now.

????To borrow from military doctrine, we're trying to find ways of tightening the "OODA loop"-- the time it takes to observe, orient, decide, and act. On the battlefield, the army with the shortest OODA loop usually wins. The same holds true in business.

????As the pace of change accelerates, so must the pace of strategic renewal. Are companies changing as fast as the world around us? All too often, the answer is no.

????Given the primary role HR plays in an organization's core processes (e.g., performance review, talent deployment, organizational development, change management, compensation), HR has the chance to be a true catalyst for positive change. So let's push ourselves to imagine how HR can get out in front and raise the banner for the party of the future.

????What do you think sets adaptable organizations apart from the rest? Please share your thoughts and help us hack HR by joining the "Building an Adaptability Advantage" hackathon, a joint production of the Chartered Institute of Personnel and Development (CIPD) in the UK and the MIX.