2. Â Â Cultivating Critical Thinking
When an organization adopts a formal leadership structure with sole ownership of strategy and then forces lower-level employees to implement a top-down vision, employees do what they are told. They are not free to question anything or consider how they can improve the organization's plans.
However, when Employees do not always have someone to lead, tell them what to do, and how to do it, they have to think for themselves and become critical thinkers. As it is said, "When you do not know the next step, you have to think critically and always be on your feet."
3. Â Â Increase Employee Focus
It might sound a little weird. How can clutter help employees focus on work? This is where the "organized" side of "organized chaos." When employees set goals and results to be achieved at the beginning of work, the work targets must have clear measurement standards. It is necessary to have a self-appraisal with variables, assessment indicators, and an unbiased (subjective) assessment instrument.
The principle is that Employees should always have an end goal in mind. However, they also have the freedom to get there in their way. So, employees must set the expected results, support each other, and learn together with each other, give and receive continuous feedback.
4. Â Â Trigger Engagement
When Employees are allowed to participate in the decision-making process, they will draw on their strengths and skills and create an exciting environment. In a pyramid organizational structure or top-down organization, decision-making is at the top of the hierarchy. However, in a horizontal organizational structure, all Employees are welcome to question decisions to understand better and even reframe them if they make sense. When every employee can ask questions and explore answers, there will be many experiments running simultaneously, so work is no longer a burden, let alone tiring. Employees are always trying to find new ways to do things better.
 5.   Provide Learning Opportunities to Always Develop.
When the organizational culture grows and develops, it will encourage employees to leave their comfort zone. Employees will always have an appreciation for whatever they produce. Employees are not afraid to suffer if their careers stagnate. Employees have their dreams because they can continue to learn and develop.
The organization will continue to receive continuous improvement, and that is not possible if the Employees do not I never tried anything new. New employees can criticize decisions thanks to the created Organizational Culture; through the power of collective thinking and diverse perspectives, the organization will produce better results.
