In the midst of the “Great Layoff,” there is a pervasive sense of anxiety and foreboding in the tech industry. Hundreds of thousands have lost their jobs and countless more are left behind, asking, “Am I next... And when?” What is the impact on organizational health, and how can companies navigate chaotic times with greater clarity — and compassion? Here’s the truth we always come back to: People matter. How you treat your people will determine your success — or lack thereof.
Meetings are like the weather; we love to complain about them. Humorist Dave Berry once wrote, “If you had to identify, in one word, the reason why the human race has not achieved, and never will achieve, its full potential, that word would be ‘meetings.’”
How can you be one of the 10% who nails their goals? You have to be willing to do what it takes to stop thinking the way you used to — to gain a new mindset. Engage for change. Invest in it — and yourself — and start with shifting your mindset, not setting unrealistic goals. It makes all the difference.
“Building habits of group vulnerability is like building a muscle. It takes time, repetition, and the willingness to feel pain in order to achieve gains.” Daniel Coyle, The Culture Code: The Secrets of Highly Successful Groups
Organizational health is really difficult to measure because leaders have different ideas about what it looks like. The success of The OrgHealth Ascent Assessment for your team relies on your team’s expectations of what should come out of the whole process. So let’s get clear right out of the gate on what you can expect.
You may have read books and even feel personally convicted that your company needs to work towards a high level of organizational health. But how can you know if your organization is healthy? What are the right areas to target for greater long-term sustainability and agility?