OrgHealth Ascent Assessment for Individuals
Leadership Accountability
Strategic Momentum
What does this mean?
Here’s what you are likely experiencing on your team based on what you’ve reported.
High: Leadership Accountability
- Your leadership team is likely able to communicate through crises and difficult decisions with less fallout than average.
- Your leadership team members likely have a level of trust with each other that allows for greater candour and better decisions to be reached.
- Your managers and workforce likely speak up about obstacles and issues more readily, knowing the leadership team will listen and take action as needed. This lowers the chances of important issues getting overlooked and frustrated high performers leaving.
Medium: Strategic Momentum and Talent Magnetism
- 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.
- Attracting and retaining proven and talented executives and workforce may be costing you more time and money than it should.
Low: Collaborative Culture
- A low Collaborative Culture compromises all other areas of organizational health.
- Likely, everyone’s energy, focus, and willingness to offer of their own resources is significantly lower than it should be, throughout the company.
- An “it’s just a job” mentality results in high-performing staff being more likely to be poached.
- Progress towards goals is slowed when the unexpected happens, and certain departments are over-extended due to lower flexibility and silos.
- Important information does not get passed on consistently to those who need it.
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 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. Strategy isn’t static and needs to be challenged regularly to stay relevant and keep your organization fresh and rejuvenated.
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!