Besides being overconstrained, organisational groups and people are often underheld. Not provided with enough support to jump off of. Not enough trust, not enough clarity, resources, boundaries, authority or space to learn nor time to incubate, recuperate, experiment and explore.
In a world where learning is becoming the primary proces, providing an enabling holding space is of the essence.
It is up to top leadership, to provide the this holding space. It starts at the board to show in their own changed behaviour, that it is safe for the organisation to explore and experiment, to take risks. No learning without. So for an innovative organisation, able to learn continuously and nimbly adapt at a high speed, it is key to let go of unnessicarily overconstraining governing constraints, and at the same time instill the crucial enabling constraints, so people feel invited to self start proactively self organise. This releases top leadership from much of the decision making, that no longer needs to be pushed up the hierarchy. A very welcome effect for many an overburdened and time constrained executive team.