|
4 KEY ASPECTS TO A HEALTHY ORGANISATION
1. Social climate | 2. Participation | 3. Commitment | 4. Clear goals
Managers learning and business development goes hand in hand. By developing managers and leadership you develop your business. That’s why raisin the quality of leadership is the starting point. By then you can turnaround a whole organisation.
To maintain a prominent position you have to have a living and flexible organisation. What about staying ahead! You’ll need a healthy organisation for this and there are 4 aspects to this: social climate, working commitment, participation and clear goals. People choose to work in an organisation because of its name but they often leave because of the management. What can you do as a manager to secure a healthy organisation? |
|
|
1. SOCIAL CLIMATE
Every organisation is built upon software as well as hardware - people and products, relations and strategies, visions and real goals. From experience that when the subjective part grows in a positive way and gets stronger the organisation moves forward regarding the tangible as well. A secure and inspiring working environment promotes initiative and success.
|
|
|
As an organisation you’ll have to be able to communicate effective to reach common goals, beat competition and earn money.
At SIKT we do a lot of work with tacit values, routines and rituals. Underlying, subjective issues creates an organisational culture that makes thing happen. Good communication is a basic factor as well as in any relation. We will support you in creating an environment in you team where so everyone’s voiced is heard and ideas flow. To cooperated respect and listening to one another and by doing so having your team grow and work better together.
|
|
2. PARTICIPATION
It is a necessity for an organisation to develop sensible communications. We like to look upon an organisation as a conversation. If just one talk we have a monolog that no one cares to listen to in the long run. Just information is not enough but including others into conversations is equally important.
|
|
|
If we are aloud to participate in decisions and changes at an early stage we also have a possibility to influence the future. That creates commitment. When asked we feel important, appreciated and useful. If you show people trust most of them grows. Participation signals respect and trust that creates self respect leading to great achievement.
|
|
3. COMMITMENT
When we feel we are participating working morale is high. People start taking initiatives as well as they understand there own role in the bigger picture. Just like in a small entrepreneurial company where everyone helps everyone for the best of the business. You really feel the energy – people are happier, more relaxed, courageous, the organisation is alive – and they make progress.
|
|
|
We will support you in having a fluid conversation and a controlled cultural change.
|
|
4. CLEAR GOALS
It is hard for any team to pull in the same direction and almost impossible to achieve any tangible result without clear goals. We will help you device success factors and design the way forward as well as routines for follow up. Maybe you need to change the team line-up develop new job descriptions to make sure everything gets done properly and make following up easy. We will help you to achieve this.
|
|
|
|
