OrgHealth Ascent Assessment for Individuals
Strategic Momentum
Talent Magnetism
What does this mean?
Here’s what you are likely experiencing on your team based on what you’ve reported.
High: Talent Magnetism
- Your hiring process likely goes more quickly than your competitors, with a greater chance of “right-first-time” hires.
- Your company is less likely to have to over-pay good people to join.
- Something about your company is drawing people to want to work there right now. (It would be important to get clear about what that “something” is.)
Medium: Leadership Accountability and Strategic Momentum
- Your leadership team’s relationships with each other are likely positive enough that nothing seems to be about to explode, but the staff may not all feel so positive, and false harmony should be examined.
- 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: 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.
Focus on collaborative wins.
By consistently focusing on others instead of ourselves, we exercise underused core competencies of leadership like self-awareness, active listening, and empathy. When an organization’s most senior leaders model these behaviours, it’s much more likely to cascade through all levels and become a natural behaviour in our company culture.
Build real connections with your people.
While there should be no expectation to form deep friendships with colleagues, most executives should push themselves to cultivate more curiosity and prioritize relational connection. You'll need a deeper level of investment and commitment to create the strong bonds that will ultimately lead your team to remarkable results.
On this note: Notice that none of these next steps are “host a day-away fun event”! Grand gestures usually worsen the situation when the real work isn’t being done by the leadership team to improve the things that are less than healthy. We recommend starting with the hard work and using events to cement the work already being done to build a healthy culture of collaboration, rather than relying on them as substitutes.
Watch for artificial harmony.
When executives always agree with the CEO (or each other), it indicates they’re trying to survive in an environment where all the signals imply that opposition is bad and agreement is good. A ‘yes person’ culture surrounds us with like-minded individuals—on the leadership team, the new people we hire, and even the consultants we work with—and then rewards them for their consistent agreement with us. Under the guise of “cultural fit”, it seems totally logical, but what’s often really happening is the culture is being decided at the top and the loss of collective intelligence, creativity, and capacity to evolve undermines our leadership performance and organizational results.
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!