The Imperative of Organizational Health - PowerPoint Presentation

343 views
Uploaded On 2020-06-23

The Imperative of Organizational Health - PPT Presentation

Presented by Austin W Boyd CEO Whitespace Innovations Program Management Secret Sauce Skills and Hearts Whitespace Innovations All rights reserved 1 July 16 2019 Whitespace Innovations All rights reserved ID: 783886

innovations whitespace reserved rights whitespace innovations rights reserved 2019 july organizational business health accountability leaders team people leadership hard

Link:

Copy

Embed:

<iframe width="560" height="315" src="https://www.docslides.com/embed/783886" frameborder="0" allowfullscreen></iframe>

Download Presentation from below link

Download The PPT/PDF document "The Imperative of Organizational Health" is the property of its rightful owner. Permission is granted to download and print the materials on this web site for personal, non-commercial use only, and to display it on your personal computer provided you do not modify the materials and that you retain all copyright notices contained in the materials. By downloading content from our website, you accept the terms of this agreement.

Presentation Transcript

Slide1

The Imperative of Organizational Health

Presented by:Austin W. BoydCEO, Whitespace Innovations

Program Management Secret Sauce: Skills and Hearts

July 16, 2019

Slide2

July 16, 2019

“A company is only as good as its people, and its people are only as good as leadership allows them to be.”

- S. Jacoby

Slide3

Overview

Why this subject?

Why now?What unique insights have I learned in business that impact business growth?

What are the two components necessary for business success?Which component gets the most attention but matters least?What do our business lessons all ”boil down” to? In other words, is there a “secret sauce?” What are the ingredients in that “sauce?”What is the biggest drawback to business success?

What are the components of accountability?What are the components of Organizational Health?Do we focus on these five components at my company? If not, why not?What would it take to implement a program that put “people before performance?”What measures can I observe in my people to improve Organizational Health?Is it possible to take a quantitative approach to a very qualitative problem?How can I improve Organizational Health?Am I ready to invest in an assessment of my organization, and invest time in my people to prepare them to succeed?What’s the next step for me and for my organization?July 16, 2019

Slide4

Why This Subject? Why Now?

As business professionals, we have perfected the art of “tuning up our systems” for processes and performance

Yet, we still find ourselves in need of assistanceWhat are we doing wrong?

Whitespace Innovations took a close look at our 98 clients served with business growth mentoring in the past 5 years and found a remarkable “common denominator”Business growth was impacted most severely by three problem areas, none of them tied to the business development processes!Organizational performance

Leadership developmentEmployee engagementEvery troubled company had poor “organizational health”July 16, 2019

Slide5

Two Components for Business Success

Quantitative:

Easy to measureProgram managementProcesses

PerformanceProfit

July 16, 2019

Qualitative:

Hard to measure

People and personality

Potential

Passion

Perseverance

Problem solving

Perception

Presence

Participation

Lose focus on people, and…

… Get problems in programs

Which component do you pay most attention to?

Slide6

The “Secret Sauce” – Three Key Ingredients

Organizational assessment

Do we have a vision? Are we actively pursuing our strategy?

Have we established valid measures? How are we doing?

What are our weak points and what are we doing to fix those?When do we reach the point of no return and fail? Are we holding members of our organization accountable?Leadership developmentAre we holding ourselves accountable?Do we actively work to grow our leadership competence?Do we accept that we are not as smart as we think we are?Do we measure the results of our leadership growth programs?Are we leading, or are we just lucky?Employee engagementWhat are we doing to engage the workforce and to improve it?Do we really care how engaged our employees are with each other and with our leadership team? Does it matter? Prove it.Do we value transparency, honest feedback, and even constructive conflict? Can I handle the truth?Are we simply paying “lip service” to employee engagement when we should really be struggling mightily to improve that engagement?July 16, 2019

Slide7

The Biggest Drawback We Have Observed

The lack of accountability

“Accountability is rooted in love.” (The Advantage

, Lencioni)Leaders are not accountable to higher authority or to themselvesMany leaders struggle with accountability but don’t know itIt’s common for leaders to avoid holding people accountableLeaders hold people accountable for performance, but not behavior

Teams are not held accountable for their performanceThey do not learn or practice the art of ”having hard conversations” They are often not willing to address difficult issues that confound themPeer-to-peer accountability is not enforcedThis is the primary and most effective source of accountability on the leadership team of a healthy organizationIndividuals do not hold themselves accountableDo you have an “accountability partner?”July 16, 2019

Slide8

Components of Accountability

“Accountability helps a team and an organization avoid far more costly and difficult situations later.”

“It allows a team to embrace the behavior that is most critical for a cohesive team: the focus on results.” (

The Advantage, Lencioni)Behavioral accountabilityThis is the most important component

It precedes performance accountabilityDrawbacks in behavioral elements invariably lead to drops in the performance of the individual, the team, and the organizationPerformance accountability“It’s difficult to overstate the competitive advantage that an accountability-friendly organization has over one where leaders don’t hold one another accountable.... Problems are identified and solved earlier and without the collateral damage of politics.”“Whether you measure that in terms of greater revenue, higher productivity, or reduced turnover, the benefits are massive and real.” (The Advantage, Lencioni)July 16, 2019

Slide9

Five Building Blocks of Organizational Health

“Talk to me!”

Create clarity and share it with everyone

Communicate, communicate, communicate!TrustAre you willing to be vulnerable?

“The heart of vulnerability is the willingness of people to abandon their pride and their feat, to sacrifice egos for the collective good of the team.” (The Advantage, Lencioni)TransparencyOpen, honest communication with the team, with a willingness to accept criticism. Let the team hear it all, good news and bad. Don’t hold back.ToughnessEncourage constructive “conflict.” Do not ever let meetings devolve into “yes man” sessions. Eliminate mediocrity and passivityDon’t just advocate for a position. Insist on inquiry.Encourage “hard questions” and have ”hard conversations””Take Charge and Move Out!” (TACAMO)After encouraging and dealing with constructive conflict, make a decision and ensure that everyone sticks by itJuly 16, 2019

“Talk to Me!”

Trust

Transparency

Toughness

TACAMO

Slide10

Improving Organizational Health – #1

Emphasize the five building blocks of organizational health

“Talk to me!”, trust, transparency, toughness, and TACAMO

Be brave. Assess your organization. Be bold. Accept criticism.Demand accountability. Hold yourself accountable.Develop your leaders. Invest in them and hold them accountable.

Focus on hearts before skills “Smart” organizations often only focus on half of the business equation… being smart occupies almost all of the time and energy of most executivesBeing “smart” has become a commodity in businessDifferentiate your team or company in matters of the heartThe vast majority of companies today lack organizational healthLook for matters of the heart in your organization… indicators that you have created a healthy company or teamMinimal politics and confusionHigh degree of morale and productivityVery low turnover among the good employeesA healthy organization will eventually get smarter over timeEngage your employees and develop engagement opportunities“Hire the best athletes and teach them the sport”Don’t hire for skills and resumes. Hire for initiative, heart, passion, and “P-8” criteriaFind the ”under-appreciated” potential hire who is ready to learn new things and develop that person into a future star. Use the “Whitespace P-8”tool to assess and to hire.July 16, 2019

Slide11

Whitespace Innovations “Poseidon” Tool

A comprehensive assessment of personal qualities that enable a quantitative description of the employee, thereby enabling an objective comparison against an “ideal” baseline.

Eight core evaluation criteria that form the basis of multiple objective reports:

P1: PotentialP2: PersonalityP3: PassionP4: PerseveranceP5: PerceptionP6: Problem Solving Ability

P7: PresenceP8: ParticipationJuly 16, 2019P6P2P3P4

P-8

Slide12

Whitespace Innovations “Poseidon” Tool

P1: Potential ~ The innate ability to accomplish something

Hard to change this, but possible

P2: Personality ~ The “hard wiring” of a personUnlikely to change this, but you can reveal it, understand it, and deal with the issuesP3: Passion ~ Drive and zeal

Some of this is wired, some of it can be improvedP4: Perseverance ~ Endurance and “grit”Endurance and “grit” can be learned through trialP5: Perception ~ Insight and wisdomThis can be trained and improved with effortP6: Problem Solving ~ Decision Making AbilityThis can be trained and improved with effortP7: Presence ~ Leadership abilitySome of this is inbredMuch of it can be learned through experienceP8: Participation ~ Employee engagementCan be improved through feedback and accountabilityJuly 16, 2019P4

P-8

Slide13

Sample “Poseidon” Report - Engagement

July 16, 2019

Engagement relates to the degree of ownership, accountability, and responsibility that a person takes for work requirements, duties, and obligations.

Engagement involves motivation, passion, and commitment for excellence in work processes, behavioral interactions, and overall performance results.

Slide14

Sample “Poseidon” Report – Leadership

July 16, 2019

Slide15

Sample ”Poseidon” Report – Leadership

July 16, 2019

Successful leaders have:

Passion to lead

Ability to inspireAbility to select quality peopleResilienceCourageAbility to provide and receive directionTrustworthinessAbility to manage relationshipsGeneral competence and decisivenessAbility to plan and execute

Slide16

Sample “Poseidon” Report – The “Work Side”

July 16, 2019

Slide17

Sample “Poseidon” Report – The “Self Side”

July 16, 2019

Slide18

Improving Organizational Health – #2

Overcome the ”three biases”

The Sophistication bias:

Organizational health is so simple and accessible that many leaders have a hard time seeing it as a real business advantage. It does not take great intelligence or sophistication… but it does require uncommon levels of discipline, courage, persistence, and common sense.The Adrenaline Bias: It takes time to get healthy. Many leaders are afraid to slow down and deal with critical issues that don’t seem particularly urgent. These leaders are often addicted to the adrenaline rush of the “urgent”… and they avoid the “important.” Slow down, and don’t get hooked on the adrenaline rush.

The Quantification Bias: The benefits of becoming healthy are hard to quantify. “The long term impacts of organizational health are real, they are massive, and they are tangible… but the process of achieving health requires a level of conviction and intuition that many overly-analytical leaders have a hard time accepting.” (The Advantage, Lencioni)July 16, 2019

Slide19

What Is Your Next Step?

July 16, 2019

Remember:

Organizational health outperforms

everything else in business.Questions?

Slide20

Contact Information

Austin W. Boyd

4900 Corporate Drive NWSuite A

Huntsville, AL 35805256.890.2694

austin.boyd@whitespaceinnovations.comwww.whitespaceinnovations.comJuly 16, 2019