OrgHealth Ascent Assessment: Individual Edition
Collaborative Culture
Strategic Momentum
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: Leadership Accountability and Talent Magnetism
- Your leadership team is likely to do their jobs without too much fuss. Relationships seem stable enough, and at least some of the staff feel the leadership can be trusted.
- Attracting and retaining proven and talented executives and workforce may be costing you more time and money than it should.
Low: Strategic Momentum
- Goals feel either too difficult or too easily achieved, resulting in lower energy being used towards achieving them.
- Goal progress is slower than it should be, and at times is difficult to measure due to lack of clarity.
- Rallying energy towards initiatives requires large gestures due to a low sense of momentum and clarity.
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.
Invest in your people.
The leadership team can only accomplish what their workforce can do. Increasing the competence of those who are already loyal and committed is the best investment that can be made.
Prioritize communication.
Transparency around successes and failures—without focusing on blame—builds the trust an organization needs to move forward in alignment. Talk about what was achieved/not achieved, what worked well/didn’t work well, who is showing up as an emerging leader and how to empower them going forward, and ask what opportunities or next steps people see. Talking about a less-than-optimal reality can be sobering at times, but can also rally collective energy towards improvement.
Build a feedback loop.
It’s important to be open to feedback that is different from your current thinking or preconceived ideas. An organization that has a fairly positive culture but is not visibly accomplishing goals, growing, and building momentum may appear “stuck and comfortable” to high performers whether they are within the organization already or being sought as a candidate. Strategy isn’t static and needs to be challenged regularly to stay relevant and keep your organization fresh and rejuvenated. Consider how new ideas, clear direction, and fresh energy can be injected into the company.
Use obstacles as stepping stones.
If you help your people to see challenges as part of the strategy process, they become a positive means for correction and forward movement rather than a setback. Set your workers and the organization on a path to evaluate regularly, take stock of difficult situations, and shift the focus from actions that aren’t working to something that will. This forms a loop of continual improvement.
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!