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Seven Drivers of Organizational Success
Written by: Roger IngbretsenArticle Overview: The seven statements provided and what they imply set the stage for insightful and proactive thought. They provide the building blocks needed to enhance the possibility of creating and building organizational success. They are the “touch-stones” that leaders can continually go back to when seeking a higher level of personal and organizational achievement.
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Seven Drivers of Organizational Success
When a serious attempt is made at improving organizational performance, it must be realized that change will take place. This change will not only affect the individuals in leadership roles. It will in addition touch those that the individual is charged to lead. The leaders will begin to lead in a new way and with a new level of energy. This new style and energy will raise the overall expectations of both the leader and those they lead.
As a result of new insight gained, it can be expected as a minimum that the following drivers of organizational change will be affected to some or even to a great degree. A more highly energized leadership team will most often seek to build off of known organizational strengths mitigate weaknesses and to more precisely define and articulate:
• A clear mission statement – Why do we exist? What is our organizational purpose?
• A compelling vision – What clearly describes our future desired state? What fulfills the mission?
• A solid strategy – What is the logic and tactics that will ensure the mission and vision will be achieved?
• A reevaluation or restatement of organizational values – What are the values the organization will both espouse and live by, that will satisfy all stakeholders’ needs? What culture do we want to create?
• A greater focus on sustainability, growth and talent – What do we need to be doing today for our survival? What do we need to be doing to ensure future growth? What talent do we need to do both?
• A strong emphasis on creativity, innovation and implementation – What products, services or other deliverables will support personal and organizational growth? How do you take these from a dream to reality?
• A possible structure change – How do we best organize to bring about the changes needed to facilitate new organizational demands, desires strategies and needs?
My research on dynamic organizations and practical experience as both a leader and an internal/external leadership coach, has shown how important the understanding of the above stated conditions are in developing an organization that can effectively navigate in today’s environment. The seven statements and what they imply set the stage for insightful and proactive thought. They provide the building blocks needed to enhance the possibility of creating and building organizational success. They are the “touch-stones” that leaders can continually go back to when seeking a higher level of personal and organizational achievement.
In addition to the above, it is fundamental that the business aspect of the organization – profit or non-profit, public or private, business or government – be given serious consideration. As any organization comes together to play whatever game they were designed to win, of necessity that organization must demonstrate fundamental business acumen – generation of cash, profitable margins, return on assets, consistent and predictable quarter to quarter results or the collection of revenue to support the optimum distribution of service – to insure their on-going success.
Copyright Information:
You MAY reprint the information contained in this article as long as no portion of the contents are modified and it used “exclusively” within your organization. You must also give credit to information by including the tag line...
Roger M. Ingbretsen, Author, Speaker, Leadership Coach, Organizational and Career Developer. For more information, visit www.ingbretsen.com or call 509 999 7008.
Article Tags: creativity innovation, deliverables, desires, dynamic organizations, leadership coach, leadership roles, leadership team, mission statement, new style, organizational change, organizational performance, organizational purpose, organizational strengths, organizational values, practical experience, reevaluation, restatement, stakeholders, structure change, sustainability
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About the Author: Roger Ingbretsen RSS for Roger's articles - Visit Roger's website Roger has a Masters degree in Organizational Leadership, from Gonzaga University, a dual undergraduate degree in Economics & Business Administration, from Park University, an AA degree in Business, as well as 1,500 certified hours of training in technical disciplines. He’s had over forty articles, numerous white papers and two books and two eBooks published. Roger is a member of the International Coaching Federation. Additionally, he has completed many professional training programs attaining numerous certifications, a few of which include: The Harvard Law School “win-win” negotiation process, the Center for Creative Leadership “360-Degree Feedback” evaluation process and “Coach the Coach” program, the Zenger Miller “Team Training Certification Seminar” and “Executive Coaching” practices from the Professional School of Psychology, California. He is also a qualified administrator of the Myers-Briggs Type Indicator personality inventory.
Click here to visit Roger's website Understanding and Managing Your Stress Breaking News Jobs Will Never Get Back To Normal Resistance to Change Is a Fact of Life Organizational Excellence Organizations Must Think Communicate and Act Differently to Survive |
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