Are you a leader of an organization, a department, or a small team? Are you a pastor? A non-profit manager? A business owner? Are you in charge of leading a volunteer team? If you answered yes to any of these questions, then you should be concerned about the topic of organizational health.
And remember, an organization can be any size. I think sometimes we don’t think of our small enterprise or department as an “organization,” but that’s exactly what it is, and we need to treat it that way. We need to take ownership of our “organization.”
Why is organizational health important? Frankly, unhealthy organizations are not fun places to work. Think of the term “unhealthy”… does that conjure up positive feelings? Probably not. Unhealthy organizations may appear successful on the outside, but on the inside they could be dying, and eventually they will probably meet their demise.
In my last post I talked about minimizing politics and confusion—the first step in becoming a healthy organization. The next part is achieving high productivity and high morale.
Picture an organization that is full of productive team members who are motivated and excited about being part of the organization, of being able to contribute to its success. This is the kind of organization that attracts the best and spits out the lazy.
It’s the kind of organization that does not tolerate petty politics. It’s the kind of organization where confusion does not exist because communication is consistent and clear.
Simply put—it is a healthy organization.
If your organization is experiencing low productivity and low morale, then back up to part one. Is there a high level of internal politics? Is there a great deal of confusion? If you answered yes to either or both, then you have an organizational health problem, and you need to deal with these two issues first.
My last post recommended three key things to help: assertive leadership, consistent communication, and team development. Focus on these areas before moving on to productivity and morale. Address politics and confusion and watch productivity and morale jump overnight.
Join me in pursuing organizational health. This is a worthy cause that will impact people, communities, and the world for the better. Sound idealistic? Probably, but that’s okay. We need more idealism in this world that is often so negative and cynical.
My next post will focus on the final component of organizational health—low turnover of key employees. I look forward to it!