Business performance is all about achieving results which are as good, if not better, than those expected.
How is this done?
All organisations are built on a certain level of trust - people need to be able to rely on others to do their part of the job and be honest about how well things are going. However, more often than not the actual level of trust is significantly less than most people are willing to admit.
There also needs to be a candid exchange of ideas if the best ones are going to be found. This requires a good level of constructive conflict - again, something which most people would prefer to avoid, so they keep quiet.
How about commitment - do you feel your business has the right amount of this from its people? Without commitment to what they are trying to achieve, there will be little or no pride in doing the job well.
What happens when things are successful - do you have people who are very happy to take accountability for this success? How about when things go wrong - are people as prepared to be held accountable?
Finally, does everyone in your organisation know what successful results look like? If you've changed direction slightly (or significantly), do all your people know about it, and understand how it impacts what they need to achieve?
These five points come from a model by Patrick Lencioni called 'The Five Dysfunctions of a Team'. They address five key areas which, if left alone, can lead to failure within teams and ultimately at the business level too.
PeakDepths can help you and your organisation understand that building higher levels of trust, will encourage more constructive conflict, leading to real commitment, greater accountability and far more attention to results.
What would this mean to your organisation?