Many organizations are quick to bring in consultants to help them solve their business problems, yet after the money is spent results may not be forth coming.
Seriously, after a “re branding exercise” – how much does business really improve?
The question I pose is, how many business problems that you have which you really can’t solve? Unless you are in emerging technologies, the likely hood is that you probably can solve most, if not all your problems.
What gets in the way of solving those problems is exactly what creates those problems.
There are three steps to driving organizational performance:
1. Clarity of Purpose followed by
2. Purposeful Action followed by
3. Delivery of Results
What gets in the way of these simple steps are typically behaviors – people behaviors. And it is not because people are bad or anything like that. On the contrary, 99.9% of people who come to work want to do a good job.
The real problem is people don’t work together very well and it takes a lot of effort, nuturing, and coaching to get people to work well together. However, as leaders, we most often disregard this.
As an example, some people are born thinkers and love to analyse while others are fantastic doers – they get the job done. Organizations need both but both find it very hard to coexist.
Thinkers and doers sit at extreme ends of a pole. The doer cant stand the thinker, because the thinker appears to be talking all the time, no action. The thinker on the other hand can stand the does, cause the doer is like a busy bee – all action.
The leadership challenge is to be able to bring people of differing types together, make them understand each other and how each other adds value and help them organise themselves such that you get the best fit between job and person.
The more we start to understand and appreciate each other, for what each other really is, the more will be able to maximize performance.
For this, all we need to do is understand why people behave the way they behave…