Healthy organizations are whole, consistent and complete when management, operations, strategy and culture fit together and make sense.
A company that wants to be healthy must be smart & must be healthy. Leaders in healthy organizations learn from one another and identify critical issues and recover quickly from mistakes. They cycle through identifying problems and rally around providing solutions.
An unhealthy organization has behavioral misalignment and inconsistency = dysfunction and confusion.
Result: Decreased productivity with increase in employee turnover, and increase in losses and customer attrition. A great example of an unhealthy organization is when an employee puts their own needs of department or careers ahead of needs of company, and they can be perceived as misaligned and confused and are inconsistent about what is truly important for the company. They create anguish for others and anguish for themselves. An employee may then see work as a drudgery which leads to lower self-esteem.
A healthy organization has discipline, common sense and consistency in following systems with accountability. They also know that financial cost = wasted resources and time.
A great example of a healthy organization is when employees are aligned with the company’s vision, mission and core values and puts the needs of others first and understands when they make a mistake, takes ownership for the mistake and makes every effort to not make the mistake again. They embrace change and have acceptance of others for input and ideas.
Going from an unhealthy to a healthy organization creates massive competitive advantage in your industry and improves the bottom line.
If all team members are not behaviorally unified, there is no chance to become healthy.
Example: In golf, each player plays on their own, then each of them come together at end and sums up scores. Not a good example of a healthy organization. BUT, in basketball all team members play together, simultaneously in an interactive mutually dependent and often in an interchangeable way that requires an intentional decision on the part of its members. It is a choice – a strategic one.
A solid team is a small group of people who are collectively responsible for achieving a common objective for their organization. If more than 8-9 people at a time, it can be difficult to have great communication and you may need to divide up into smaller teams.
Effective teams must communicate: advocacy (stating your case and making a point) AND inquiry (asking questions to seek clarity).
Behavior – Building Trust – Most people have the wrong idea and look at trust as “If they say they will do it, then I know they will do it.”
Vulnerability Based Trust is adapted in a healthy organization. Everyone is comfortable being transparent, honest with one another where they say and genuinely mean things like – “I screwed up.” OR “I need help.” OR “Your idea is better than mine.” OR “I wish I could learn to do that as well as you do.” OR “I’m sorry.”
No one hides weaknesses or mistakes and the team develops a deep and uncommon sense of trust. This creates a bond that exceeds what many people experience: An abandonment of pride and fear to sacrifice egos for collective good of team. This may at first be threatening and uncomfortable to team members that are more prideful or afraid to have others around them that look better or may feel they are smarter BUT if done right this can become liberating for people who are tired of spending time and energy overthinking their actions.
When members on a team are willing to acknowledge their weaknesses to one another, they give their peers tacit permission to call them on those weaknesses. This also serves to validate their strengths.