Challenge The Process TB

 

Every so often organizations should step back and be disruptive. By disruptive I mean challenging the status quo or as the title indicates our normal processes. Is this a good time for your organization to take a good look at your mission and the way that you go about facilitating your mission? Has your team drifted into just plain ol’ plain ol’ boring?

As with any group or organization you stand on the shoulders of the hard work and dedication of those that have come before you. Many times as organizations grow, they rely on a “the way that its always been done” mentality. Other times organizations can even drift from their original intentions. I never want to be disrespectful to those who have created the systems and processes that are currently in use. However, we need to make sure that we are always looking forward and continuing to be relevant. Often times that means being a little disruptive.

So, I would like to challenge each of you to think hard about your company, church, team, division etc. and ensure that you are doing a great job of building on top of what already exists. Below are some ground rules to consider as you embark on disrupting the status quo.

 

Rules of engagement

 

As you begin, here are a few ground rules that I believe to be important for organizational growth and unity.
 
  • Think Big!

    Bigger than you’ve ever previously thought about your job, company team etc. Lets make sure that we approach this without any limiting beliefs.
  • Publicly

    Be a “Raving Fan” of all that we are doing as an organization. Our fans or clients will be attracted to an organization of people who are positive.
  • Privately

    Be “respectfully critical” Lets be open to blowing up old and new ideas about the way we are approaching our business.

 

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Corporate culture quote
Consider

 

Consider This When Hiring or Building High Performance Teams  –

 

Most organizations do not have a thorough process for hiring or strategically building their organization. Jim Collins states in his NY Times Best Selling book, Good To Great; “That an organization should ensure that they have the right people on the bus, but more importantly they are all sitting in the right seat!” It is all too common that I see practices who have hired solely based upon someones personality. Having a good personality is important, however we aren’t just dating them we are hoping that this person makes an impact on our bottom line. So in response to Jim Collins statement, we have to verify if they are a fit for the actual position.

In a previous post, I related this to Finding Your Superpower. A portion of the process for building High Performance teams or hiring should include utilizing the Kolbe Testing methodology; This ensures that you have the right people on your bus and that they are in the right seat. Kolbe as a company has numerous tools which many can be paired together based on the goal in mind. Let us know if you desire to create this as a part of your process.

 

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