OrgHealth Ascent Assessment: Individual Edition
Collaborative Culture
Leadership Accountability
What does this mean?
Here’s what you are likely experiencing on your team based on what you’ve reported.
High: Collaborative Culture
- Frustrations are less likely to build up over time, as there is a greater chance of team members airing their concerns and solutions being reached.
- Crises are much more likely to be avoided because early warning signs are taken more seriously.
- Budget and timelines are much more easily managed as all departments are aware of the status of various initiatives and quicker help each other for the good of the company as a whole.
- People like working here. There is less risk of losing employees who are a great fitover frustrations or disillusionment.
- People believe in your company; they will work more effectively and interact more favourably with customers, clients, and talented candidates in their network.
Medium: Talent Magnetism and Strategic Momentum
- Attracting and retaining proven and talented executives and workforce may be costing you more time and money than it should.
- If more focus was given towards clearly communicating key priorities and strategic anchors, and celebrating the achievement of goals in meaningful ways, the pace of progress would improve.
Low: Leadership Accountability
- Inter-team relationships may be strained and either erupt “suddenly” in strong division or emerge slowly in false harmony, bullies taking over, alliances being formed,and politics compromising the entire organization’s effectiveness.
- There is a higher risk of turnover in high performing managers and workforce due to frustrations with company leadership.
- Lack of responsiveness to issues or ideas raised to the leadership team cascades down and silences all levels of the organization.
- Decisions at the top are made without accurate information about the departments that will be working towards the goals and upholding new processes, decreasing chances of successful implementation with the desired results.
Action Step
Here's what you can do.
We would recommend reading through all the suggestions below and choosing either one or two to build an action plan around.
Embrace vulnerability as a strength.
People need permission to make mistakes… and the accountability to learn from them. If we want innovation and creativity from our teams, it’s imperative that our people are willing to take risks. But this must be modelled by the leaders. When we make it evident that we are less than perfect—that we are willing to make mistakes, and own them, and be intentional about learning and growing from them—the people watching us are far more likely to be willing to admit when they make mistakes and to be accountable for them. Knowing that we recognize and embrace the possibility of failure for ourselves, we empower others to be comfortable taking calculated risks and looking for better ways to do everything.
Leave your ego at the door.
If we do not win together, we do not win at all—an organization relying on singular “heroes” is in danger.
Share your own process of growth, discovery, and challenge.
The static leader inspires no long-term loyalty. People need to see you growing to be confident in continuing to trust you to lead them. No leader has “arrived”, but people are not looking for those who are perfect, just for those who are competent, honest, and truly improving in the areas that matter.
How can our team help you succeed?
We would love to help you tackle your goals and see the change you know is needed. Let's get the conversation started!