Organizational Change and Performance Improvement

Organizational Change: Be Proactive

Change happens daily. Most change is subtle, gradual, eroding the foundation of what we have built with blood, sweat, tears, and many sacrifices. We don’t always recognize the changes.

They can be so gradual that before we know it our organizations no longer function efficiently or effectively. We see performance decline. Costs rise and profits decrease. Customers stop buying. One day, seemingly overnight, everything has changed. 

There are also big changes. A new technology enters the marketplace and suddenly our technology is old news. Or it could be a change in the global economy, tariffs, suppliers going bankrupt, or any number of external factors. 

Knowing that change happens, we can be proactive. It requires a different approach to how we do business. It asks you to look at your organizations and make tough calls. You have to look at your products, services, and technology and make decisions. Your team has to do things differently. How differently? It depends on your objectives and key results.

Objectives and Goals

This is the “What” you will do.

As the saying goes, if you don’t know where you are going anywhere is fine. For businesses, we have to know where we are going. What is the goal your team is going to align to achieve?

Key Results and Performance Metrics

This is “How” you will do it.

What steps and milestones need to occur to get you to your goal? Who has to do what? When?

Establishing milestones, metrics, and timelines enables your organization to assess progress and take corrective action as needed.

Strategic Delegation – How to Optimize Your Output and Profits

We all wish we had more hours in the day. Since that won’t happen, it is critical to make the best use of the hours we have. Delegation is key to maximizing results. You want to be productive and work toward your goals, not be overwhelmed by nonproductive activity....

Change: Not the Flavor of the Month

Too Much Change, So Much Resistance I read a statistic from the US Department of Labor that says 64% of Americans leave their jobs because they don't feel appreciated. That under appreciation goes from the lowest levels of the organization to the office of the CEO....

Successful Change Begins with a Clear Diagnosis

Too many businesses launch new initiatives to improve their business results without taking the time to create a clear diagnosis for the root issue. To get the best results, you have to make changes where it will have an impact. You have to spend time and money on the...

Group Dynamics

Group dynamics is about the systems and behaviors that develop within and between groups and their members.

The need to have a role, a place in the group, and to “fit into” the group can significantly impact their success.

Some groups are teams, all teams are groups.

Team Composition

Teams are organized to achieve an objective. The most visible examples of teams come from the world of sports. Sports teams are organized with the objective of winning (games, seasons, championships, etc.).

Each team member has a specific role to play. How well they play that role, achieve the performance objectives of their role, determine in part the succcess of the team.

Originals and Outliers

Groups and teams need to be carefully selected and structured for success. The vulnerability of improperly formed teams can lead to poor decision making, an inability to identify and explore viable options, a silencing of voices that could point out flaws in plans and logic, and other malfunctions.

It is important that groups and teams recruit, retain, and utilize individuals who have diverse perspectives beyond demographic diversity. Successful organizations seek out original voices and outlier opinions.

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