Build Organizational Health
Organizational health is the foundation to creating a thriving workplace culture.
It is also an organization’s single, greatest competitive advantage because the average company is plagued by politics and confusion.
If any of the following sound familiar, you might benefit from improving the health of your organization:
- People tend to work in silos
- People protect their turf rather than openly collaborate
- The leadership team isn't cohesive
- The purpose and vision aren't clear or people don't know how they fit into the bigger picture
- There is lack of clarity and alignment around strategy, goals and priorities
- Tough conversations are avoided
- Accountability is not embraced equally across the organization
- People are frustrated and complaining
- Your best people are leaving
How We Help You Navigate the 4 Steps of Building Organizational Health
4 Steps to Building Organizational Health
We support you each step of the way to build and nurture the health of your organization.
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1
Build a Cohesive Leadership Team
Your organization can’t be healthy if the teams charged with leading it are not behaviorally cohesive. We have a variety of tools and resources to help leadership teams become cohesive and effective, including:
- The Five Dysfunctions of a Team Assessment
- The Six Types of Working Genius assessment and team debrief
- WHY.os Discovery and team debrief
- Psychological Safety Scan and debrief
- Dare to Lead™ program
- Building a Cohesive Leadership Team program
- Becoming a Daring Leader program
- Quarterly offsite meeting support/development
2
Create Clarity
Having an aligned, thriving business requires having complete clarity of who you are and how each person fits into the bigger picture. We help facilitate the process so you can get clear on six critical questions:
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Why do we exist as an organization?
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How do we behave and treat one another?
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What business are we actually in?
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What’s our strategy and how are we going to become successful?
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What’s our most important priority?
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Who needs to do what to get that done?
3
Overcommunicate Clarity
Once clarity is established, deliberate practices need to be created to provide constant reminders and realign people to the 6 key questions. We help you create a strategy that will support ongoing communication to foster clarity on a daily basis.
4
Reinforce Clarity
We support you to put in place just enough structure to “hardwire” the answers to the 6 questions and embed them into day-to-day operations without bureaucratizing them. This includes structure around how meetings are held, how decisions are made, recognition practices, and how people are developed.
-
Build a Cohesive Leadership Team
Your organization can’t be healthy if the teams charged with leading it are not behaviorally cohesive. We have a variety of tools and resources to help leadership teams become cohesive and effective.
- 5 Dysfunctions of a Team Assessment
- The Six Types of Working Genius assessment and Debrief
- WHY.os assessment And Team Debrief
- Psychological Safety Scan and Debrief
- Dare to Lead program
- Building a Cohesive Leadership Team program
- Becoming a Daring Leader program
- Quarterly offsite meeting support/development
-
Create Clarity
Having an aligned, thriving business requires having complete clarity of who you are and how each person fits into the bigger picture. We help facilitate the process so you can get clear on six critical questions:
-
Why do we exist as an organization?
-
How do we behave and treat one another?
-
What business are we actually in?
-
What’s our strategy and how are we going to become successful?
-
What’s our most important priority?
-
Who needs to do what to get that done?
-
Overcommunicate Clarity
Once clarity is established, deliberate practices need to be created to provide constant reminders and realign people to the 6 key questions. We help you create a strategy that will support ongoing communication to foster clarity on a daily basis.
-
Reinforce Clarity
We support you to put in place just enough structure to “hardwire” the answers to the 6 questions and embed them into day-to-day operations without bureaucratizing them. This includes structure around how meetings are held, how decisions are made, recognition practices, and how people are developed.
