What I Do

leadership

Build a Cohesive Leadership Team

An organisation cannot be healthy if the people who are chartered with running it are not behaviourally cohesive in five fundamental ways. In any organisation (big & small), dysfunction and lack of cohesion at the top inevitably leads to a lack of health throughout.

Cohesive teams eliminate politics and increase effectiveness by:

  • Being open and building trust
  • Engaging in constructive ideological conflict
  • Committing to clear decisions
  • Holding one another accountable for behaviours and performance
  • Focusing on collective results
leadership
Build a Cohesive Leadership Team

An organisation cannot be healthy if the people who are chartered with running it are not behaviourally cohesive in five fundamental ways. In any organisation (big & small), dysfunction and lack of cohesion at the top inevitably leads to a lack of health throughout.

Cohesive teams eliminate politics and increase effectiveness by:

  • Being open and building trust
  • Engaging in constructive ideological conflict
  • Committing to clear decisions
  • Holding one another accountable for behaviours and performance
  • Focusing on collective results
communication2

Create Clarity

In addition to being behaviourally cohesive, the leadership team of a healthy organisation must be intellectually aligned and committed to the same answers to six simple but critical questions. There can be no daylight between leaders around these fundamental issues.

Healthy organisations minimise the potential for confusion by clarifying:

  • Why do we exist?
  • How do we behave?
  • What do we do?
  • How will we succeed?
  • What is most important, right now?
  • Who must do what?
communication2
Create Clarity

In addition to being behaviourally cohesive, the leadership team of a healthy organisation must be intellectually aligned and committed to the same answers to six simple but critical questions. There can be no daylight between leaders around these fundamental issues.

Healthy organisations minimise the potential for confusion by clarifying:

  • Why do we exist?
  • How do we behave?
  • What do we do?
  • How will we succeed?
  • What is most important, right now?
  • Who must do what?
communication2

Over-Communicate Clarity

Once a leadership team has established behavioural cohesion and created clarity around the answers to those questions, it must then communicate those answers to employees clearly, repeatedly and enthusiastically. When it comes to reinforcing clarity, there is no such thing as too much communication.

Healthy organisations align their employees around organisational clarity by communicating key messages through:

  • Repetition
  • Simplicity
  • Multiple mediums
  • Cascading messages
communication2
Over-Communicate Clarity

Once a leadership team has established behavioural cohesion and created clarity around the answers to those questions, it must then communicate those answers to employees clearly, repeatedly and enthusiastically. When it comes to reinforcing clarity, there is no such thing as too much communication.

Healthy organisations align their employees around organisational clarity by communicating key messages through:

  • Repetition
  • Simplicity
  • Multiple mediums
  • Cascading messages
focus

Reinforce Clarity

In order for an organisation to remain healthy over time, its leaders must establish a few critical, non-bureaucratic systems to reinforce clarity around every process that involved people. Every policy, every program, every activity should be designed to remind employees what is really most important.

Organisations sustain their health by ensuring consistency in:

  • Hiring
  • Managing performance
  • Rewards and recognition
  • Employee dismissal
  • Meetings
focus
Reinforce Clarity

In order for an organisation to remain healthy over time, its leaders must establish a few critical, non-bureaucratic systems to reinforce clarity around every process that involved people. Every policy, every program, every activity should be designed to remind employees what is really most important.

Organisations sustain their health by ensuring consistency in:

  • Hiring
  • Managing performance
  • Rewards and recognition
  • Employee dismissal
  • Meetings