Do you remember the story of Jack and the Beanstalk? In the classic children’s fairy tale, Jack trades his valuable, but slow-producing, resource (the cow) for the get-rich-quick promise of a peddling shyster pushing magic beans. In the adventure that follows, Jack nearly loses his life in a battle with the giant on the other end of the beanstalk. I often wonder if Jack had the opportunity to go back and do the deal again, would he say that the trade was worth it.
I understand his naive hope. Early in my career, the attraction of a quick return was irresistible. Those returns typically depended more on my hope in the ‘magic’ of a moment than investment in a relational process. It usually began with me attempting to find a quick fix to a behavior problem with someone on my team.
Is your team engaged in a consistent, clear process for improving the health of your organization? If not, your productivity is probably impeded by unnecessary drama. Furthermore, you are most likely frustrated with a lack of commitment and accountability to results. There is a way to live above the dysfunction.
Dealing with Dysfunction
Cultural transformation and improvement are an inside-out process. If culture is dysfunctional, it is primarily due to unhealthy concepts and behaviors among those setting the pace for the organization. Improvement in culture and behavior in any organization is always a function of a process.
Events Motivate, Process Integrates
My clients are acquainted with the phrase, “the intentional hard work of developing a vitalized team.” I make it clear to inquiring prospects that I can facilitate an event. Events inspire and motivate. However, an event (a quick fix) will probably not result in the sustainable improvement most leaders hope for. It takes consistent attention to create a healthy organization.
“Most leaders suffer in silent hope that events and inspirational moments will correct their team’s dysfunction. Hope is not a method.”
Most leaders suffer in silent hope that events and inspirational moments will correct their team’s dysfunction. This is the corporate equivalent of magic beans. Deeply entrenched dysfunctional behaviors to not simply go away. Hope is not a method.
The hard places of organizational dysfunction (lack of trust, lack of alignment, entrenched silos) are daunting. Effective improvement requires an unusual intentionality and commitment to a process. Unfortunately, the necessary level of commitment is rare among most teams.
Embracing the Power of Process
- Assess your health. No, not your physical state, the state of your organization. Solicit feedback from your team regarding levels of trust, sense of shared vision and values, commitment to accountability and results. At Innovatus, we utilize a simple self-report from your team to determine levels of engagement and alignment.
- Get Help! Self-diagnosis and treatment is rarely the best approach in your pursuit of personal health. It’s the same with the health of your team. So you need a ‘sherpa’. You need a guide who can come alongside and offer an experienced objective diagnosis.
- Commit to an intentional, disciplined process of eliminating dysfunctional behaviors. The process might begin with an event. However, sustainable results will only follow the intentional implementation of simple strategies over a period of time. For example here’s a simple process: Rehearse your values and the vision of increased engagement consistently. As a result, you will see those values (behaviors) increase in your organization.
Don’t Sell Your Cow
There are no magic beans. One-off events will not convey your organization to sustainable levels of improved health. While events may inspire ideas, growth will only follow a process. Leaders cultivate healthy teams by modeling desired behaviors over time. Furthermore, leaders of great teams implement consistent processes to reinforce those behaviors among their team.
What process are you engaging in to improve your team’s health? Schedule a free consultation and let us help you answer the question.
Lead well,
Bill