Organizational Health is connected to business goals. Achieving business goals is directly related to the performance of our organization’s talent and value proposition. Today, various industries, consumers and businesses are constantly changing to keep up with consumer demand. We too must be willing to change on a regular basis. If we do not have this capability in the organization, it’s time to develop it or it will end up costing us dearly. To promote change, you need motivation. One way to do this is through microhabits.
For example, if I do not like exercising but want to be healthy, starting with an hour of exercise a day may not be the best thing to do, and eventually I may give up and not reach my goal. But if I build confidence and create habits with small quick wins that have a positive impact on me, my chances of success increase. In this case, it would be to start with five minutes of exercise a day and once the micro habit is created, move up to ten minutes (so it does not cost me as much to increase the time).
This is very useful when we have an organization with low motivation. Microhabits that enable the achievement of quick wins increase employee motivation and the organization starts to achieve better results.
However, this cannot be achieved if only one person thinks of them or executes them. Management support is necessary. Especially when it comes to organizational change, management must lead by example.
We have already talked about organizational health in terms of employees. Now let us look at value delivery. Some questions that need to be answered are:
- How is the company responding to market changes?
- Are we positioning ourselves with our products and services?
- Are we delivering value to our customers?
All of these need to be measured. For example, calculate the Net Promote Score (NPS), behavioral surveys, know the complaint rates and so on. Such information can be used as input in Design Thinking to find some innovations or improvements for our products or services that are low in customer perception.
This can be done with a multidisciplinary team given the necessary tools. And by that I mean trust, some budget (even willing to lose), time, space and tolerance for failure, because if only the results are evaluated, the team will feel pressured and will have little motivation to try riskier or more creative ways.
After that, we need to measure the impact on our customers, because if we do not meet their expectations with our products, we fail.
As you can see, organizational health is a very broad topic and we can address it with tools and techniques such as:
- Management 3.0;
- Lean Startup;
- Business Model Canvas; and
- Value Proposition Canvas.
But the most important thing is to understand the dynamics of the organization, how individuals interact in the medium and long term, and how people think and move forward with their conclusions in a highly changing environment.