Is your organization sick? No, we are not speaking about your team members suffering from a flu epidemic. We are instead speaking about broken systems, non-cohesive leadership teams, and poor communication. With all these possible maladies can you honestly say  that your organization is healthy? Let’s talk organizational health.

What is Organizational Health?

According to an article written by Keller & Price (2011), Beyond Performance: How Great Organizations Build Ultimate Competitive Advantage, organizational health is “the ability of an organization to align, execute, and renew itself faster than the competition to sustain exceptional performance over time. Click To Tweet

 

Let’s not just take Keller & Price at their word. To elucidate the matter we reached out to our colleague and friend Dr. Sandra Palmer, C.E.O and Senior Partner at Above or Beyond. This is a Management Consulting firm whose core services are centered around human capital management and development – The Human Element.

 

The Entrepreneurial You (TEY) wanted to explore the concept of Organizational Health further. How does it help in leading teams to be successful? Here is what Dr. Palmer shared with the TEY team.

 

How would you define organizational health?

 

Organizational health to my mind is how the organization operates and delivers. Being a perfect system, the organization does exactly what it was designed to do. This may sound odd, since most leaders believe their organisations are underperforming.

 

However, the behaviours, values, attitudes and mindsets that are rewarded or tolerated are the ones we get. Employees do what is inspected not necessarily what is expected. So like the body, leaders need to check the organizational pulse often. Vitamins are never a good idea when surgery is required. Therefore the elements that significantly move the health needle in a positive direction must be carefully monitored and managed.

 

Can you say there cultural alignment? Is there staff engagement? Is there innovation? How are we doing compared to our competitors? Are we planning for and creating the future? Do we have capable drivers? Are the right people on the bus and are they sitting in the right seat?  Are we continuously improving?

 

What are some of the disciplines in creating a healthy organization?

 

Like the body, creating a healthy organization is not about an annual check-up or rushing to the professionals when dis-ease is apparent. This has to be a constant effort. What are the outcomes you seek?

 

Important question: Is the system designed and being managed to deliver such outcomes? To create a healthy organization, focus on:

 

• Consistency in behaviour
• A shared vision
• Team spirit
• Clear roles and responsibility
• Consequences and Rewards
• Required competencies and skill sets
• Clearly defined and articulated Corporate Culture   
• People Management
• Staff Engagement
• Innovation

 

How important is it to have and create cohesive leadership teams?

 

It is critical to have and create cohesive leadership teams. Without a cohesive executive team, the organisation will not maximise its full potential. The vision has to be clear and all must be committed to its attainment. There has to be honesty,  transparency and trust. Persons should feel that a safety net exists that allow them to be vulnerable with each other.

 

Mutual respect, accountability and a results focused approach are not optional. The team must speak with one voice to the rest of the organization. There can be no sacred cows (turf/departments). No spare boats on the ship.

 

Should leaders teach their team members how to pursue excellence?

 

Certainly. Every organization has its own way of doing things (Culture) and should instill this in management and staff through coaching, mentoring and performance management. Leaders have to create the environment they want. This cannot be left up to chance. Therefore teaching persons how to behave in ways that are beneficial to the outcomes we seek (pursuit of excellence) is a must. If this is not done, we could end up with misplaced expectations.

 

Teaching involves doing, coaching, mentoring, delegating , empowering and ongoing feedback (good or bad). At times we have to allow others to fail, learn and grow.

 

From your experience within the Caribbean and here in Jamaica, are you seeing a shift in the way organizations are leading their teams?

 

I would say it depends on which organisations you are looking at. If we focus on the more progressive and innovative companies, then it would seem that there is a paradigm shift in the way they are leading their teams. However, overall many organisations are still struggling with leadership issues.

 

It is amazing that one of the most studied areas in management would be such a big challenge. The issue could be steeped in the disadvantages of self-assessment – a blind spot if you will. Therefore, there is a need for leaders to look squarely in the mirror and get professional help as needed.  

 

Leading teams successfully in this business environment requires a new way of thinking and doing things. It’s unlikely that more of what got you into the mess you are in, will get you out. Leaders cannot shut down communication and lateral thinking and expect excellence. At the most they will get compliance and not much else.

 

In short supply are trust, honesty, transparency, vulnerability and accountability.

 

How important is it for leaders to have shared vision within an organization?

 

Shared vision between leaders within the organisation is critical. Everyone comes to work (including leaders) with their personal vision, mission and values.

 

The organization, if it is worth its mettle also have its own vision, mission and values. Alignment between the two (leaders and organisations) is a requirement for success. The leaders then have to share the vision with the rest of the management and staff, who also have to buy into it.

 

Again, alignment is required as every person in the organization has their personal vision.  Any misalignment in the vision will be similar to a car that is out of alignment. You will be in for a very rough ride, without seatbelts. Click To Tweet

 

TEY received some very insightful points about organizational health.

Leadership Challenge

Although Dr.Palmer shared with with us many gems, one very salient point she made was “It is amazing that one of the most studied areas in management (organizational health) would be such a big challenge. The issue could be steeped in the disadvantages of self-assessment – a blind spot if you will. Therefore, there is a need for leaders to look squarely in the mirror and get professional help as needed.”

 

In two months The Entrepreneurial You will be hosting its second Leadercast Conference where leaders from around the world will be sharing their experiences and information on how to lead a healthy team in the 21s century.

 

We definitely would like to hear from you about what makes an organization healthy. If you would like to learn more about leading healthy teams and to attend Leadercast Kingston, visit henekawatkisporter.com/leadercast-kingston to get your tickets at 20% off until April 10.

Want to connect with Dr. Sandra Palmer? Email her at sandra@DrSandraPalmer.guru