Organizational Health
If I could only offer one service, it would be Organizational Health. That is how important it is.
Imagine your organization, thriving.
Typical politics, confusion, and chaos are minimized if not avoided entirely. People are happy and producing. The organization's performance is excelling. That is what organizational health looks like.
Everybody wants it, so why aren’t all organizations Healthy?
First, you can’t see the label when you’re inside the bottle. Second, effective diagnosis and implementation takes expertise, skill, commitment, and time. The process is not easy, but it is extremely rewarding.
I will take you and your company through four simple yet challenging disciplines to transform your organizational health so you can live the dream.
Phase 1
Build leader relationships
I work with leadership to create a cohesive team that values cultural health as a smart business asset.
Phase 2
Develop clarity & alignment
We determine and enforce key principles at the top of the leadership chain so we have a clean waterfall of information and intention. This may require spending extra time to build clarity and alignment of priorities, roles and responsibilities.
Phase 3
Bring it to the masses
Clear, decisive dissemination of information is critical to organizational health. It is important to have a plan around who will communicate what to whom, and when it will happen, so no constituents are left to invent (bad) “news” on their own. For example, I’ve seen manufacturing companies almost eradicate conflict amongst shifts with a concerted effort to communicate the same information to everyone within a 12 hour span, vs 7 days.
Phase 4
Ensure consistency
Structure, policies, and processes must be aligned with the first three phases. Employees will understand what you are asking of them when you create rewards and recognition that reinforce your vision, mission, strategies, and behavioral expectations. For example, it would be confusing and off-putting to extoll the value of teamwork and then give prizes for individual achievement.
There is no greater investment you can make in your success than Organizational Health.
Case Studies
Situation: a new leader at a manufacturing facility faces significant time-sensitive issues.
Approach: despite the rush to “fix it now” we agreed that the Organizational Health model was the best approach.
Results: within several months we saw significant improvement in the alignment of the goals and roles of the leadership team. Through enhanced information-spreading floor workers were less gossipy and less argumentative.
Situation: conflicting leaders of two interdependent departments seek a peaceful plan to improve their performance and quality.
Approach: we started with individual coaching for both leaders, along with the creation of a collaborative leadership team to identify their joint “Why” and mission. Representatives from both teams met over a week-long working session to create a joint playbook complete with priorities, actions and assignments. Implementation plans were determined by individual teams and clearly communicated to the entire plant.
Results: within weeks collaboration improved across departments and shifts with a renewed sense of commitment to internal partnership. Delivering significantly enhanced quality and performance led to much happier customers.