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How Can You Create a More Cohesive Organisation?

Is your organisation segmented into small groups all looking after their own interests? Worse still, is it fractured and incohesive?

Even if the performance of individuals and teams is good, unless everyone is pulling in the same direction, integrated and aligned with the overall vision of the organisation, you are not functioning at full capability and, sooner or later, there will be problems.

How can you bring everything together?

A typical scenario

What we often see when meeting with companies is that the “culture” has not developed much since the organisation first came together. There has been no cohesive plan to spread an organisational culture of high performance across all teams within the organisation. Consequently, it appears rather fractured and segmented, with each group doing its “own thing” on a relatively ad hoc basis; occasional meetings between department heads help a little but positive changes soon revert to bad habits once people get busy again. types of organisational culture 

Normally in these cases it is difficult to start moving in the right direction without making changes at the very top of the organisation. To put it another way, the senior leadership team needs to operate more cohesively and effectively as a team, thereby modeling a unified approach for the rest of the organisation.

Fractures at the top result in fractures all the way down due to poor communication, poor relationship-building and a lack of trust and respect.

When we audit groups like this, we often find that people are not being forthright in their views in meetings; along with this lack of openness, there is often no clearly-defined understanding of the leader’s vision, which helps to embed an “each team for its own” mindset rather than “all for one and one for all”.

Building more cohesive teams

By adopting frameworks specifically aimed at accelerating teaming within senior leadership, the necessary changes for the entire organisation are understood, implemented, and modeled. This is where real cultural transformation begins – by improving the functioning and capacity to operate at high performance, where everybody can see the benefits.

Providing the right people are in the right positions in the right layer of the organisation, they are then able to drive performance based on making decisions for the good of the entire organisation rather than being a functional representative of one silo.

Using a combination of neuroscience, behavioural psychology, and leadership training, it is possible to address the underlying team and interpersonal issues that are usually at the core of the lack of cohesion.

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