Leaders of truly healthy organizations learn to simply think differently — and it impacts every aspect of their decision-making and actions. Therefore, the journey of Organizational Health involves a number of significant mindset shifts.
In his book The Motive, Pat Lencioni suggests that one role of a responsibility-centered leader is to personally develop the leadership team, which includes managing the interpersonal dynamics between team members, especially ones caught in a destructive conflict impacting the team.
Last year I watched a division lead in a global business deliver a celebratory speech to his top hundred managers. Let’s call him Jim. “In conclusion,” he said proudly, “we have outperformed all expectations, and everyone will be getting enhanced bonuses.”
Leaders create teams with the highest of hopes, but often fail to set them up for success. This leads to unnecessary frustration, wasted time and increased cynicism. I think of the famous “Rental Car Reservation” scene from Seinfeld …
Leading a healthy organization isn’t complex – it’s simple, but requires mastery of four disciplines. Harder than it looks, but well worth the effort.