McKinsey research promotes that the best way to run a business is to balance short-term performance and long-term health. Healthy companies dramatically outperform their peers. The proof for it is strong—the top quartile of publicly traded companies in McKinsey’s Organizational Health Index (OHI) delivers roughly three times the returns to shareholders as those in the bottom quartile.
Traditional hard performance metrics can encourage short-term success at the expense of an organization’s long-term health. By starting to think about individual performance in the light of the three core principles discussed in this article, companies can start spotting ways to make sure their people-management systems are built for the long haul.
Published by McKinsey Quarterly
Patrick Lencioni is the author of several bestselling books, including “The five dysfunctions of a team”. In this entertaining talk he speaks about the essential elements for high performing teams. I also highly recommend reading his book “The Advantage: Why Organizational Health Trumps Everything in Business” in which Patrick provides a foundational construct for conducting business in a way that maximizes human potential and aligns the organization around a common set of principles.
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Just as organizations must adapt to better fit the demands of the digital age so must the nature of leadership evolve and change. The thing to keep in mind in the context of leadership in networked organizations is that the requirements of people in leadership roles differ from what they are currently used to. This article outlines three roles leaders can and must play as their organizations become more complex and less predictable.
Article by Sam Spurlin, The Ready
The team at Culture Amp recently explored the challenges technology companies face as they grow. The team of data scientists reviewed data from over 700 companies, analyzing scores for employee engagement at different stages of venture capital funded companies. Engagement is tied to the level of self-determination a person feels at their work. As a measure of cultural health, it tends to decrease over time, which is what the team calls the culture crunch. Learn how engagement is impacted throughout various growth stages from their data informed insights in this brilliant piece by Culture Amp.
New research suggests that the performance payoff from organizational health is unexpectedly large and that companies have four distinct “recipes” for achieving it.
Patrick Lencioni is the author of several bestselling books, including “The five dysfunctions of a team”. In this talk he speaks about essential elements for high performing teams.