We must always change, renew, rejuvenate ourselves, otherwise we harden.

Goethe


Signs you are ready to grow:

 

1. Your organisation is in need of a clear vision.

How clear is your organisation’s future direction – to you?  To others?

Perhaps you’ve had a change in senior leadership recently. You believe your organisation can perform better. Your people seem a little confused as to what your organisation is aiming for.

Where does your organisation want to be in the future?  This is the critical ‘what’, the vision, for your organisation.  Is the vision simply a sentence in a strategic plan or is it in your people’s hearts and minds?

Your organisation needs a clear vision to retain a strong purpose and to grow.  Your people need to know the vision and to embrace it to optimise their performance.  It needs to be inspiring and so does your leaders’ communication of it.

Where does your organisation need to grow in relation to your vision?

Strategic visioning can assist you to identify where you want to be in the future and how you might get there. Checking in on stakeholders’ understanding, expectations and engagement will provide insights into how well your vision is contributing to your organisation’s success. Your leaders’ communication, interpersonal, conflict management and resilience skills are essential to enabling achievement of the vision.

2. Your people are ready to step into higher level leadership skills.

You know some of your people are ripe for the next level of leadership.  You’ve heard of individuals’ aspirations for promotion.   Or at least, for more responsibility and opportunities for skills development.  You need some of your leaders to have a fresh view of their responsibility area.

How do you develop your aspiring leaders?  What do your leaders require to step up?  How do your senior leaders stay refreshed?  What are gaps in their skill set?  How effective are your leaders’ interpersonal skills? What role does learning really have in your organisation? Does your organisation have a development culture?

Sure, self-paced learning via on-line courses, books, TED talks and the like are valuable.  The question is: as they are climbing up the ladder of greater knowledge via these methods, is the ladder up against the right wall?

Self-awareness, role clarity and mutual understanding of expectations are critical for high-level performance.  The value of coaching and mentoring is that each individual’s style, skills, habits, beliefs and motivations are identified to enable a focus on the most effective areas to direct attention.  A blend of internal and external resources in tandem, works well.  Management and leadership style diagnostic models assist in identifying skill gaps.  Self-assessment and 360oinventories shine a light on strengths and behavioural areas to build or decrease.

3. Your internal culture needs to adapt to changes.

There is a wave of uncertainty sweeping through the organisation.  Is your marketplace changing?  Do you need to adapt your products or services to changing needs or price fluctuations?  Has there been a change of leadership recently?  Are you downsizing?   Upsizing?  Is new technology is being introduced? Long term jobs being impacted?

Change is constant and often fast. Preparing for and implementing change usually lags behind and at significant cost to the organisation’s internal culture and bottom line.  How ready for a change is your organisation?  How do you maintain engagement and commitment through turbulent times?

‘What got you here, won’t get you there’ – a great line by Marshall Goldsmith, named the world’s #1 thinker on leadership at the 2011 Thinkers50 Conference.

What do you have in place to maximise the effectiveness of transitioning through your organisational and individual changes?  What is needed to navigate change smoothly?

We assist in leading you through your organisation’s changes by finding out what is required, exploring options for effective change transition, advising on readiness of your people, understanding the people dynamics within and between work units and identifying appropriate systems and process and reporting mechanisms for implementing the change.

4. Your leadership team is ready for innovative problem-solving.

Teams and individuals all reach a point of needing a fresh perspective.  This may be to challenge their existing ideas, mental models and conventional wisdom to determine feasibility and robustness and to generate new ideas collaboratively.

To survive and prosper in the ever changing, increasingly complex social and business environment that we experience today, Richard Hames in his book The Five Literacies of Leadership, claims that capability building must look outside the enterprise to the business ecosystem.  He claims that conventional strategic planning is dead and that navigation and imagination become the critical values from which value is extracted.

Ideas generation for innovative problem solving is about utilising imagination as input to weaving the present with the past and the future into what he calls an ‘expanded now’ of higher awareness.

5. You require professional development for your career path.

Wondering where you will be in the organisation in the next 1, 2, 5 years?  Where do you want to be?  Is there a match between your and the organisation’s values?   Are there career paths for your people?  Its there a current succession plan for your organisation?

Most of us operate best when there is homeostasis in our world.  Change of any kind, disrupts this, at least temporarily.  Sure, some of us enjoy challenges.   Some of us operate very well with rushes of adrenalin.  These usually have benefits in the short term. Long term, they often result in distress rather than eustress.

Pursuing a career path in volatile environments, in tough economic times when organisations are becoming lean, when the vision and strategic direction are unclear, requires information, honesty about yourself, option identification, encouragement and often times the ‘right break’.

We assist in bringing clarity to what are your work preferences and where you’d like to be in the future – both foundational to forging your path. Understanding your values and risk profiles provide further valuable insights.  External input into identifying these is valuable.  This perspective is also beneficial in determining role clarity, values alignment and the necessary skills for your desired job.

Contact Strategic Management Solutions to discuss ways we can add value to your business >>