Discipline 1: Build a cohesive team at the top.

To overcome dysfunction the Top Team must master a small set of behaviours.

Building Trust is key. So too is Mastering Conflict.

Achieving Commitment is also vital. That’s a commitment to One Plan for the business. To collective results that please customers, stimulate change and lead innovation.

And then Accountability.

Without accountability (for results and behaviours) you’re not yet serious about building a healthy organisation.

None of this is touchy-feely or theoretical.

It’s about doing what works and setting the standard for others to follow.

Discipline 2: Create clarity.

The Top Team must agree to the answers to a few simple questions.

We call them the 7 Essential Clarity Questions. They provide purpose and direction.

The questions start with why the business exists. And they range from how people should behave to what is most important in the short term.

Sadly most executives don’t possess the kind of clarity that organisational health demands.

Many can’t even precisely articulate the aim, scope, and advantage of their business.

If they can’t do so (in a simple statement), no one else should be expected to either.

Discipline 3: Over-communicate clarity.

Clarity must be shared.

Sharing is the keyword. Telling only takes you so far.

Asking and listening are essential tools in the hands of the leader.

Hence this discipline often involves talking less and listening more.

The payoff is massive.

Asking and listening builds confidence and morale.

It increases understanding and empathy. And it increases other people’s trust and confidence in you. Essential for your licence to lead.

Wise leaders also understand how important it is to communicate inspiration too.

These build the necessary emotional connections that a healthy organisation thrives on.

Discipline 4: Reinforce clarity

Finally, healthy organisations make sure their human systems reinforce what is most important.

This means how …

This discipline is about embedding clarity deep into the fabric of the organisation.

Too often it is not.

There’s 1 more thing!

To be truly healthy an organisation must also get better at meetings.

Yes, meetings!

Read: Making Meetings Great Again.

Making these changes will ensure you maintain what you’ve worked so hard to build.

Finally …

Most organisations are not struggling because they lack good products, market opportunities, or bright people.

Rather they are struggling because they are unhealthy.

It’s up to leaders to fix this.

When you do, people will be released to work together. To solve problems, design products, and serve customers in ways that your competitors can only dream about.

That’s worth putting effort into … don’t you think?

What to do next?

Please comment below.

I’ll send you a copy of our Organisational Health Checklist and the 7 Essential Clarity Questions. Like everything we do – it’s always simple, clear, and actionable.

Or, to start a conversation, please contact me at grant@leadershipworks.co.za.

References and Credits: The Advantage – Patrick Lencioni