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Achieving balance between your "why, how, and what" is essential for giving clarity and confidence, to internal and external stakeholders, that you can deliver on your promise of doing what you say you do. Let's work together and begin this journey.
Together, Achieving Balance
Imagine the possibilities!
With an engaged workforce that is living shared values, invested shareholders, and customers that feel heard and that your brand understands them, the impact of creating that balance is irresistible with outcomes far beyond expectations.
We will be with you throughout this journey, helping you navigate your organisation to achieve real and lasting change.
Have complete clarity in their roles, the impact they have is readily felt and evidenced, they can see the tangible impact on the why, and are empowered and trusted to make things happen.
Have a balanced view of the leading indicators vs. the lagging indicators. The "how" is as important as "what" was done and the impact this had on the "why".
Feel heard and cared for, they feel that your organisation totally understands them and wraps itself around them, and they are clamouring to be your advocate.
Productivity just keeps hitting new highs. The organisation is finding ways of worker smarter not harder, ensuring all concerned maintain balance.
In having a growth mindset, the organisation can nurture and reward the right types of behaviours that will build greater capacity and capability far beyond expectations.
Where is your organisation now?
Focussed on WHAT? You'll recognise...
"I don't feel trusted". High focus on getting the job done quickly, people under pressure, lots of voluntary employee churn, burn out, absenteeism, presenteeism, and signs of mental ill-health.
The numbers are viewed as an end in themselves. There's lots of focus on "shareholder value" at the expense of your customers, people and values.
Customers are on the receiving end of low-value engagements. Little is centred around the needs and desires for their business.
Whether you're soaring high or stumbling along, productivity has hit a ceiling and will only start to fall. People don't know how to sustain things.
Clear signs of an "us versus them" culture which breeds "say-do gaps" that are clear for all to see. Our "why" is whimsical.
These are diluted and impacted by "Say-Do" gaps. They are spoken about by the many but lived by the few. There's no consistency.
Your people say "we've tried that before, it didn't work". There are lots of new initiatives to improve the business, however, these typically don't stand the test of time.
Be that direct competition or workforce competition, they are starting to attract your customers and your people, leveraging an advantage at your expense.
In regulated markets, innovation becomes extremely difficult as the focus of the organisation is on governance.
Focussed on WHY? You'll recognise...
"I love working here although I'm not entirely sure what my role is". Deeply connected to the organisation but lots of people are not sure where to start. Uncertain of the future.
"We won't invest too heavily, too soon". This is about leaving a legacy and making sure the organisation is setup for success.
Find it hard to express what your organisation does; however, they love working with your people. Lots of focus on your customers' definition of value.
Low degrees of accountability. Avoid performance conversations. When there is a "groove" productivity can go through the roof, however, it is sporadic at best.
Very open and accepting culture, everyone just seems to "get along" albeit without a clear structure of how to get things done.
They are strong and people live by them, yet they might not be clear enough to action in an efficient, effective and pragmatic way.
Lots of things get started but few get finished. Spend a lot of time chasing the "new shiny thing" that might get you closer to your why.
It's not clear where the competitors are, but lots of businesses are competing through their agility and focus on what needs doing.
Often these organisations are start-ups who are figuring out their place in the market to refine their proposition and aspire to scale-up.
Focussed on HOW? You'll recognise...
Your people "just get on with it". Lots of latitude given to the team although there are conflicting priorities with the intended outcome. Lots of ambiguity which drives voluntary employee attrition.
Looking for new ideas to be able to apply elsewhere. Can be seen as an incubator project which may help their other investment portfolios.
Tend to guide the development of your business through their needs which doesn't fill them with confidence around repeatability, longevity, and scale.
Productivity is high, just not necessarily on the right things!
"We are very happy to challenge each other and our thinking". Your organisation is open to lots of ideas although often struggles to make decisions.
There is no consistency here; people wear their individual values on their sleeves and there's a lack of commonality. Accountability is highly valued.
Struggling with scalability as you're unable to fully resource each initiative due to the lack of clarity in your why and what.
Other businesses are clearly marking their territory and will start to encroach on the business if stronger connections are not built between your why, how, and what.
No major presence in the market, and lacking in clarity of message, scale, and impact. Nobody takes your organisation seriously.
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