Organizational Health is one of the most important things in doing business. I have personally experienced this. Investing and believing in people – the right people – is the only way that you will ever have a great company that you truly enjoy.
So how do you improve your organizational health? And how do you know if your organization is not healthy?
The first signs that your organization is not healthy are:
- Office Politics
- Gossip
- Low Productivity
- Blurred Communication
- Unresolved Conflict
- Transparency is minimal
- Leadership is not cohesive
If one or more of this is present in your organization, you have an unhealthy organization and you need help in transforming it.
Note: If you think you need a consultant to help you in any one of these, please do get in touch with me for the solution.
A healthy organization has these things:
- Minimal Politics
- Minimal Confusion
- High Morale
- High Productivity
- Low Turnover
One of the ways you can change the health of your organization is by being intentional with your company culture. Unfortunately, there is no one easy way to do this. The good news is, there is a systematic way to tackle it but you have to get your hands messy.
You have to dig deep in the mud of people’s hearts.
You see, the problem of most executives and managers today, is the thought that dealing with the emotions of people in the company is beneath them. That office drama and conflict or disagreements (however healthy) is beneath them – or is something that should be resolved by itself.
The truth is, these things will not be automatically resolved. We have to get down on our knees, get our hands in the mud, and cultivate a healthy organization through intentionally shaping the company culture.
Patrick Lencioni says that company culture is like faith.
There is a prescribed way to live life. It’s all in the Bible. And it requires daily discipline. However people think that it’s so simple that they tell themselves “There must be another way.”
Then they go ahead and try what they think will work – but they end up having a miserable life.
There is a prescribed way to impact the organization to a healthier degree. Have a daily discipline to shape your company culture intentionally. However, it seems so simple that executives and managers tell themselves that there must be another way.
So they slap on an ERP or some cutting-edge software or working standard in place – thinking that it’s a one-time set and forget setup that will make everything better.
They do what they think will work – but it ends up making the organization worse.
Organizational health is not about the processes, or systems or software or ways of working. It’s all about the heart of the people. How much of their heart at work is aligned to the vision of the company.
