People First | Organizations Flourish
“I” | Individual Health
Organizational and team health begins with the health of the individual. As a leader, being cognizant of your team and YOUR individual well-being is the first step in a team that can make extraordinary things happen.
A personal sense of individual wellbeing
Is the individual healthy, taking care of themselves (yourself)?
Is everyone well rested, sleeping well, finding ways to release stress?
Is everyone coming into work refreshed and replenished?
Are individuals taking lunch breaks?
Are there programs in the workplace that encourage healthy lifestyles (lunchtime exercise programs, easy access to after-work gyms, walking meetings, etc)?
In workplaces that are highly industrial, technology-driven, and indoors, are there nature-based areas (real or designed) where individuals can connect with the natural world and natural light?
Do supervisors build a relationship with employees through “one on one” meetings, checking in with employees beyond the workflow?
When the individual is not experiencing well-being, physically and emotionally, they cannot show up to their full potential in the workplace. Many organizations may not see this a responsibility of the agency, however, best practices in the industry show that ensuring employee well-being is the key to increasing productivity.
A personal sense of being valued by an organization
Do individuals feel recognized and valued for their contribution to the workforce?
Are there employee recognition programs to reward for small and large successes?
Does the workplace value individual input from all employee levels?
Do supervisors have regular “one-on-one” meetings where they track and value the contribution of individuals?
Are the pay rates and compensation packages inline or above industry standards? If not, are there other ways the workplace enhances employee satisfaction?
Does the organization regularly request feedback about employee satisfaction?
Do you encourage individuals to bring ideas forward to the organization?
When the employee is not experiencing individual recognition in the workplace by their supervisor or the organization, their desire to contribute to their highest ability diminishes and they are less likely to believe that the organization is deserving of their best work. This is why “one-on-one” meetings are so valuable. Often workplaces are so driven that they don’t slow down to recognize individuals.
Once the Individual's well-being and personal service is (and continues to be recognized), then they will find value in the working potential of a team. Now the organization can coach a team and the full power of a workforce can be recognized.
“We” | The Power of the Team
A personal sense of belonging
Does the organization support opportunities for teamwork and collective thinking?
Is the office environment set-up in such a way that supports group work?
If your organization is primarily remote workers, how are you singing virtual office spaces and online meetings to support collaboration and connection?
Are departmental meetings taking place on a regular basis?
Do teams have processes in place to share out to other departments?
Does the organization (small or large) provide regular opportunities where every individual joins in an organizational presentation or “sharing out”? Do you bring in staff to share out to the board?
Is the governing board connected to the staff and visa versa?
Are board meeting notes shared out in a way that is transparent?
If there are confidential board items, be absolutely clear about why they are confidential.
The ability to feel a sense of belonging to a group is essential to human existence. When an individual feels a sense of responsibility to their team and organization they are personally motivated by their moral sense to ensure success for everyone and believe that an individual's success, is also a group success. Example: A highly successful soccer team knows that when an individual scores a goal, the whole team is celebrated. The sum is greater than the parts
Does the organization encourage group recognition?
Is interdepartmental collaboration rewarded?
Is there organizational support for cross-departmental team-building and offsite work events?
Are there annual events to which family members are invited? Examples: Weekend picnics, holiday parties, or an annual/regular event.
Work with your teams and board to determine what type of event people are most interested in. Outside work events can celebrate the work you do while feeling fun; they should not be mandated or required.
Is your brand/mission/vision celebrated and recognized by staff? (Example: Can staff clearly state the organizational mission?)
When the group dynamics are fully recognized, staff can be fully mobilized. This is where group coaching (in conjunction with individual coaching) can begin to have its greatest impact. Teams begin to think creatively and out of the box working across departments. As “group think” and collective impact is fully harnessed, the organization is able to focus fully on its vision and mission statements and will see increased signs of organizational growth and community impact.
“All” | Organizational Impact
Community Engagement
Is the Mission and Vision of the organization expressed outwardly by the staff?
Do you mobilize staff as community ambassadors?
Is your staff empowered to promote the organization through social media and other engagement channels?
Do staff align their personal behavior with organizational values?
Community Impact
Is the Mission and Vision of the organization fully recognized outside of your organization?
Is your brand recognized and celebrated in the community?
Do you have community outreach or events that invite the public into your “work”?
Are you collectively working toward broader recognition and outreach?
Do services extend out from your organization, instead of just being a place that people come to?
When an organization is fully mobilized, the ability to connect and broaden organizational work into the community is unlimited. The community now becomes organizational advocates and supporters, and the organizational reach compounds. This is how movements arise and global brand recognition is achieved. Now, the power to fully recognize an organizational mission is unlimited.
I often sit back and think about these questions as they relate to my philosophy of “People First; Organizations Flourish”.
Where are you and your team on your own leadership journey?
Do you have opportunities for growth?
Do you have opportunities for repair?