Take two minutes with our free-of-charge analyser to explore the why-how-what orientation of your organisation and the opportunities that lie within.You'll receive instant insights and get access to your free, actionable why-how-what orientation report. Using your lived experience, choose the responses that relate the most to your organisation.
Think about which of the following best describes your engagement.
Think about how things are, or have been in recent times.
This is the lived experience working at your organisation.
Think about you, your peers, and your organisation.
Think about how leadership or management responds to organisational results.
Your answers indicate that your organisation is in a WHAT focussed space.What focussed organisations come in all shapes and sizes. Whether start-up, small business, or larger more complex organisation with a huge list of products, services and offerings for your clients and customers you are struggling to connect your ‘why’ and ‘how’.Results are king. Kudos reserved for those above, but challenges flow downhill apace. Bureaucracy rules, especially around spending money, with forms to fill and hoops to jump through.Your people may not feel trusted and although the story is ‘people-centric’ the lived experience is different with good intentions becoming your organisations ‘say-do’ gaps. The result being staff turnover is increasing as people choose to go where they feel valued, even if the pay is less, benefits fewer, or even the commute longer.
Your answers indicate that your organisation is in a HOW focussed space.Do you find that your organisation grows and flexes around the needs of your customers? This is because a how focussed organisation like yours are really customer-focused, making them feel like they are in the driving seat, but this isn’t always what they want or what you need.Your people have strong values and beliefs but these don’t seem connected to the organisation’s purpose, demonstrated by the feeling that teams aren’t always on the same page or people are pulling in different directions.There is a lot of trust though, with your people empowered to just get on with things. However with conflicting priorities and a slightly murky direction this adds pressure which ultimately drives people to leave the organisation.
Your answers indicate that your organisation is in a WHY focussed space.Your organisation’s ‘why’ or purpose is clearly defined and unwavering. It’s a sticky, attractive proposition that draws people in especially if you are in a period or growth, accelerated development, or embarking on a transformational journey.The extent which that organisations purpose connects to your people’s individual purpose is often assumed, but you’ve got some traction in this space. People’s role and accountability are not crystal clear and ‘getting things done’ can flip between wading through treacle and zipping along in the fast lane.Inconsistent sums it up, but when you hit your stride, the competition better look out!You may be a little vague on who the competition is, but you don’t tend to measure stuff like that anyway.
