Can your organization say all systems are go? | The Spark Vol. 15
It can be the difference between knowing and doing.
In July, we first shared?the five drivers of cultural competitive advantage:
So far, we've covered?Activation from Above,?Trust and Shared Purpose,?Leader Effectiveness,?and?Actionable People Data. Which brings us to the final driver in our beloved acronym...
Today's feature: Systems That Support Leaders
After almost four decades of working with CEOs, heads of HR, and leaders at all levels, we have witnessed an undeniable trend: Culturally healthy organizations invest in tools, technology, and systems to support leaders in connecting with and coaching others to drive performance and nurture potential.?
Your organization has made a significant investment in your leaders’ salaries. Make sure they have the tools to be efficient and effective in discerning job fit and inspiring performance through 1-on-1s and performance reviews.?
Tactics you can start with
1. Create career paths for employees at all levels.
When people understand their career path, they are 4x more likely to find meaning and purpose in their job.* Clarify what success looks like in each role and equip leaders to have frequent, meaningful career conversations.
2. Equip your leaders to be effective in a fluid, digital workplace.
The world has changed, yet most organizations have not given leaders new tools that enable them to properly engage with their teams in asynchronous/hybrid/virtual work environments. Invest in training and productivity tools that support a flexible, digital workplace to help your leaders interact in more collaborative, iterative ways. Leverage software that helps your leaders and managers make the shift from being task overseers to performance coaches, so they can help team members achieve their potential while collaborating on important outcomes.
3. Reward leaders for balancing the needs of their people with the needs of the business.
You want your leaders to actively work toward improving employee engagement, prioritizing wellness and inclusion, and developing their people in addition to hitting business metrics. Declare that the latter should never be at the cost of the former.
4. Rethink the purpose of employee performance reviews.?
Engage in conversations about the pros and cons of having one annual performance review versus providing ongoing guidance on priorities and timely performance feedback and recognition. Explore platforms and update HR processes to align with this refreshed understanding of the purpose of performance management.?
*Source: Global Leadership Forecast 2023 (DDI, 2023)
Any time you want to revisit the 5 drivers...?
Our eBook on this page covers them all. < Bookmark for future reference
Why are we so passionate about creating strong cultures??
Perhaps Simon Sinek said it best in this recent Instagram post:
Is your current culture working?for?you or?against?you?
Find out in just minutes! Our quick, easy (and free) online tool provides you with a snapshot in time of how your organization is doing toward each of the 5 drivers –?and which driver/s present the greatest opportunity.
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