The Surprising Secret to Your Organization's Health: It's Personal

You there, the intrepid business leader hurriedly scrolling through this post in between meetings. Ever pondered why your once-cohesive team now resembles a daytime soap opera instead of the 'well-oiled machine' you envisioned? It’s high time you confronted the drama, angst, and undercurrents that are doing your business more harm than good. Enter stage right: the Organizational Health Checkup (O.H.C) with a focus on personal dynamics.

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Why Does the Personal Aspect Even Matter? Because Your Business Isn't a Robot – Yet

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Ah, yes, the age-old question: "Why should I care about feelings in business?" Let me guess, you'd rather count paperclips than focus on that nebulous realm of employee emotions. After all, there's no column for "employee happiness" on your balance sheet, right? Wrong. Well, not the happiness column part—that would be weird—but the idea that feelings don't matter.

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Let's put it this way: If organizations were robots, they'd be those malfunctioning ones that can't even make it through a doorway without collapsing in a heap. Why? Because they're missing a crucial component—the human element. Your organization isn't a collection of automatons; it's an ecosystem. When one part of an ecosystem goes haywire—like, say, when a gazelle decides it wants to be a lion—all hell breaks loose. It's the same in your company. When one department, team, or even one employee is out of sync, the ripple effects can be cataclysmic.

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Alright, let's get into metaphor mode. Imagine your company as a ship. Now, ships don't sail themselves (not yet, Elon Musk, calm down). They need a crew. Sure, the ship needs to be sturdy, the sails need to catch the wind, but none of that happens without the people swabbing the decks and hoisting the sails. Now, what if that crew were made up of individuals who don't trust each other, won't communicate, and have never been given a reason to care about the ship? You've got yourself the Titanic post-iceberg, my friend.

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Think about the day-to-day interactions between your employees. No, not just when they're smiling in meetings or responding "all is well" in emails, but the unspoken dynamics—the eye rolls, the hasty retreats from the water cooler, the dreaded sound of silence in brainstorming sessions. That, dear leader, is the muck we need to wade through. That is the 'habitat' that impacts your 'company bottom line,' and let me tell you, it's not as quantifiable as those lovely Excel spreadsheets you're so fond of.

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Scoring Low in Personal Dynamics: Welcome to the Office Nightmare

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Ah, the dreaded 1.5 in the personal dynamics of the OHC. Think of it as the Rotten Tomatoes rating for your office environment. A score that low doesn't just scream, "We have issues!"—it takes out a full-page ad in "Business Weekly" to proclaim it. But let's break this down in all its cringe-worthy glory:

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1.??? Silent Bob in Accounting: Poor Bob. There was a time when he'd entertain the whole floor with his tales of weekend barbecues and misadventures with his pet hamster. Now? He's quieter than a library during exam week. It's like he's channeling every brooding character from teen vampire shows. If you're thinking he's just "maturing," think again. Bob's silence is deafening, and it's probably a giant, flashing neon sign that says, "I'm not okay."

?????? The Water Cooler Whisperers: Remember high school cliques and those Mean Girls-esque gossipy circles? They've graduated and now work at your company. Every time someone walks past, the conversation fades, the group disperses, and innocent glances are exchanged. It's not some secret society—they're not plotting a new company takeover (or maybe they are). More likely, they're just navigating the treacherous waters of office politics, alliances, and rivalries. You may not have locker rooms and school bells anymore, but the drama? Oh, it's very much alive.?

?????? Closed Doors & Long Meetings: There's a mystery afoot, and it's not the fun kind like "Who stole my sandwich from the fridge?" (Though, seriously, who does that?) No, it's the whispered conversations behind closed doors, the impromptu "Let's chat" sessions that stretch for hours, and those ever-ominous "team building" get-togethers. If your office starts to feel like a scene from "Big Brother" where alliances are formed, backs are stabbed, and trust is as rare as a unicorn, you've got yourself a situation.?

So, why is any of this relevant? Because, dear reader, these aren't just quirky office behaviors or harmless team dynamics. They're symptoms. Symptoms of a deeper malaise that's gnawing at the very foundation of your organization.

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Think about the energy, creativity, and productivity being lost to these mini soap operas. Every whispered conversation, every prolonged sigh from Silent Bob, every closed-door meeting is a reminder that your team is focused on everything BUT the tasks at hand.

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In the grand scheme of things, failing to address these signs isn't just a misstep—it's like watching a horror movie and yelling at the character not to go into the basement. We all know what happens next.

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What the Heck is an OHC Anyway?

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Alright, let's pump the brakes for a second. You may be wondering, "What in the world is this OHC you keep jabbering about?" Well, let me enlighten you. OHC stands for Organizational Health Checkup. Think of it as an annual physical, but for your business. You know, where a doctor pokes and prods you and then gives you a score that essentially says, "You're fine, but lay off the cheeseburgers." Similarly, the OHC measures different areas of your organization's health, such as Management, Culture, and yes—the ever-elusive "Personal Dynamics."

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When you get a score, like our horror movie-level score of 1.5 in Personal Dynamics, it's a benchmark that tells you just how bad (or good, but let's be honest—you wouldn't be here if things were peachy) things are in the touchy-feely side of your company. A score this low is the corporate equivalent of your doctor saying, "Put down the cheeseburger NOW!" In other words, it's time for immediate, life-saving intervention before the pulse of your organization flatlines for good.

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The Domino Effect: How Fumbled Personal Dynamics Wreak Havoc

Ever played dominos? One little nudge and they all come crashing down, right? That's exactly how personal dynamics work in an organization. A pinch of drama here, a touch of resentment there, and boom—you've got yourself an office saga more riveting than a primetime soap opera. But here's the twist: unlike the soaps, there's no "season finale" in sight. Just endless, draining episodes of corporate melodrama. Let's break down the horrifying cascade of consequences, shall we?

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?????? Sinking Productivity: Picture this: Office A is abuzz with energy, everyone's aligned, collaborating, and smashing targets. Office B is basically a playground where adults sulk, vent, and pass passive-aggressive notes (or, you know, Slack messages). Guess where the output is dwindling? Yep, Office B. Because while they're busy playing emotional ping-pong, the actual work is chilling on the sidelines, sobbing into a cup of lukewarm coffee. ?

?????? The Revolving Door Syndrome: When the going gets tough, the tough... find a new job? Look, no one wants their daily 9-to-5 to feel like an episode of "Mean Girls: The Corporate Edition." If your organization becomes the 'drama central,' expect your employees to play their favorite game: "How fast can I update my LinkedIn?" High turnover isn't just about recruitment costs; it's a giant neon sign screaming, "Something's rotten in the state of Denmark!" And by Denmark, I mean your company.

?????? The Great Morale Drain: Remember that one time when the office's collective mood went from "TGIF party vibes" to "Monday morning existential dread"? It wasn't an alien invasion. It was the lethal mix of unchecked personal dynamics. When unresolved issues simmer, morale evaporates faster than your patience at a never-ending team meeting. The result? An office atmosphere so thick you could cut it with a knife.

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Resurrecting the Score (and Maybe Even Your Company's Dignity)

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I get it. Your organization's pulse feels fainter than a vampire's heartbeat right now. But fear not, business Dracula. There's light at the end of this coffin... I mean, tunnel. With some tweaks, twerks, and perhaps a sprinkling of fairy dust, you can bring your score—and your company's spirit—back from the dead.

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?????? Communication 101: Alright, Captain Obvious, let's set sail. Want to know what's better than gossip traveling at warp speed through your office grapevine? Having open channels of communication. No, not just those sterile monthly meetings where everyone nods along, while daydreaming about their next vacation. We're talking real, raw conversations where employees can shout, "I object!"...or, you know, voice concerns without the fear of ending up on the 'undesirables' list. ?

?????? Not Your Grandma’s Team Building: If your idea of team building is having everyone hold hands, sing Kumbaya, and take the occasional trust fall off a picnic table, it's time to rethink your life choices. Gone are the days when team building meant everyone awkwardly mingling over stale doughnuts. Embrace activities that resonate with your crew. Maybe it's an escape room challenge or a fierce game of office laser tag. Heck, if all else fails, there's always karaoke.?

?????? Tuning the Top Brass: Let’s cut the fluff – sometimes, the stench comes from the head of the fish. It's easy to point fingers at everyone but yourself. Leaders, and that includes you, oh mighty ruler, might need a soft reboot (or maybe a hard one). Dive into some quality leadership training. Learn the fine art of not accidentally causing workplace chaos. It's a skill. Trust me.

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The OHC: Your Secret Weapon or Just Another Buzzword?

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Here's the deal: The Organizational Health Checkup (OHC) isn't just another corporate acronym to toss around. It’s the magnifying glass revealing the nitty-gritty of your organization's soul (and potential soullessness). And if you’re sneering thinking this is just for bigwig corporations, think again.

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"But my company is like a small club!" you might exclaim. Well, as long as you’re wielding a team of five or more, you’re in the club, champ. That’s right – you don’t need a corporate tower or a flashy logo. Just five beating hearts ready to dive deep.

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Think of the OHC as your organization's annual physical – except instead of cold stethoscopes and reflex hammers, you get insights, transparency, and actionable data. (Oh, and perhaps a few uncomfortable truths, but that’s the price of enlightenment.)

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Why Should You Even Bother?

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Well, for starters, do you want to be the clueless captain steering the ship towards a giant iceberg? Or would you rather be the savvy skipper that navigates stormy seas with finesse? The OHC can be your north star, guiding you through the murky waters of personal dynamics, office politics, and whatever else lurks beneath.

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And just to set the record straight, if you’re thinking this is just a "feelings fest" – it’s more than that. It's about gauging the health of your organization from its foundation: the people. Remember, buildings crumble from the bottom, not the top.

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Are You Ready to Roll?

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If you're serious about understanding the heartbeat (or lack thereof) of your organization, there’s no better time than now. Take the leap, delve into the OHC, and see what’s really brewing under the surface.

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However, a word of caution: the OHC is not for the faint-hearted. It's for leaders who are bold, daring, and not afraid to face the music – even if it's slightly off-key. So, if you've got five or more team members and an ounce of courage, it's time to start your journey.

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Your Next Steps to Amplifying That Organizational Roar.

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So, you've finally decided to peek under the corporate rug and see what's lurking there. Bravo! Here's your no-nonsense roadmap to get the Organizational Health Checkup (OHC) underway.

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Step 1: The Initial Reveal

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Begin with a team meeting, either virtual or in-person, where you share what the OHC is all about. Spoiler: It's not a corporate witch hunt, but a process to improve every aspect of the organization—starting with its heartbeat: the team.

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Action Item: In this meeting, distribute a letter (oh yes, we've crafted one for you which you can access here: ??

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https://app.sharedocview.com/visualizer/65144f227d9f23dccc13bac9

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This explains why their participation is vital, what the OHC process entails, and how their information will be used. No individual results will be shared; we're looking at the collective heartbeat, people!

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Step 2: The Roll Call

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Right after the meeting, or heck, even during if you're a multi-tasking maestro, complete this simple form to capture team members' names and email addresses. This is essential for sending out the OHC assessment.

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You Can Find The Form Here: ??

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https://ubdp.uecoaching.com/ohc

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Step 3: The Assessment Send-Out

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Once you've gathered the emails and submitted the form, the OHC assessments will be sent out.

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Action Item: The assessments will be sent out within 24 hours of submitting those email addresses. Let’s keep the momentum rolling, shall we?

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Step 4: The Waiting Game

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Give your team members a reasonable but specific deadline to complete the assessment. How about 72 hours? Long enough to give it some thought, but short enough to ensure it doesn't end up buried in their inbox.

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Action Item: Make sure to send a friendly reminder 24 hours before the deadline. We're all human; we forget stuff.

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Step 5: The Debrief (a.k.a 'What Now?')

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Once you've got the results, schedule another team meeting to discuss the general trends (remember, no individual finger-pointing allowed). You might want to bring popcorn for this; it could get interesting.

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Action Item: Prepare a summary of the findings and what the next steps are going to be. Also, have the tissues or confetti ready, depending on the results.

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Timeline Expectations

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Assuming swift responses from team members, you should be able to get from Step 1 to Step 5 in about a week or so. But hey, if your team is super engaged and blazing through the steps, you could even wrap it up faster. Time to ditch that snail pace and unleash your organizational cheetah!