https://orghealthconsulting.com/aboutus daily 0.75 2020-12-07 https://images.squarespace-cdn.com/content/v1/5fb4c3a56b655c2dd159f10b/1606897072179-4YYG7FO56ORUG8XK4IFU/smart+and+healthy.png Our Story - Organizational Health In order to improve and maximize results, an organization must be smart AND healthy. Smart organizations are good at decision sciences like strategy, marketing, finance and technology, all of which are critical. Healthy organizations create the kind of culture that multiplies the collective “smarts” of the organization by minimizing politics and confusion. Conversely, they raise morale and productivity, all the while reducing turnover among their best employees. See our Models to improve Organizational Health https://images.squarespace-cdn.com/content/v1/5fb4c3a56b655c2dd159f10b/1607034379293-NMSERTOPATE4AE1X8Y22/Roadmap+to+Org.+Health.png Our Story Organizational Health Service Offerings https://orghealthconsulting.com/home daily 1.0 2020-12-07 https://images.squarespace-cdn.com/content/v1/5fb4c3a56b655c2dd159f10b/1606633159132-8GKFFFFT3BHZLKPI9DXF/Picture1.png Members of Patrick Lencioni and The Table Group’s Consultant and Practitioner Alliance (CAPA PRO) - “The Vast majority of organizations today have more than enough intelligence, experience and knowledge to be successful. What they lack is organizational health.” — Patrick Lencioni https://orghealthconsulting.com/get-started daily 0.75 2020-11-29 https://orghealthconsulting.com/services daily 0.75 2020-12-07 https://images.squarespace-cdn.com/content/v1/5fb4c3a56b655c2dd159f10b/1606866378663-8MN8GCLMJYE9HSFIBHEI/image-asset.jpeg Services - Why Executives chose our consulting approach: Get more done in less time. Avoid losing their best people. Prevent dysfunction, confusion and politics from stifling brilliant strategies and employee potential. Gain clarity and alignment on critical strategic issues. Increase morale, engagement and productivity. Hire and develop ideal team players. Conduct more effective meetings. Develop responsibility based leadership habits. Handle conflict in a more productive matter. Leverage individuals working strengths/genius. Improve bottom line results. https://orghealthconsulting.com/team daily 0.75 2025-12-05 https://images.squarespace-cdn.com/content/v1/5fb4c3a56b655c2dd159f10b/1606686900349-IT0C5U7JLKXK8UHUKZDI/Al.jpg Our Consultants - Al Amador https://images.squarespace-cdn.com/content/v1/5fb4c3a56b655c2dd159f10b/1606687054556-QAYWQJTXVHE3R46UVGRO/Brian+Stanton+image_circle.jpg Our Consultants - Brian Stanton https://orghealthconsulting.com/resources daily 0.75 2023-04-12 https://images.squarespace-cdn.com/content/v1/5fb4c3a56b655c2dd159f10b/1606915311080-S4Y8QTPY6E7D0FHPLPFC/Working+Genius+model.JPG Playbook - By using The Six Types of Working Genius assessment, a team can identify, discuss and address serious individual and collective problems in less than three hours. Individual team members can increase their productivity and morale by maximizing the time they spend in their areas of genius and minimizing the time they spend in their areas of frustration. A team can significantly increase the likelihood of success by ensuring that they have filled all six of the geniuses required to get something done. THE GENIUS OF WONDER The natural gift of pondering the possibility of greater potential and opportunity in a given situation. (video) THE GENIUS OF INVENTION The natural gift of creating original and novel ideas and solutions. (video) THE GENIUS OF DISCERNMENT The natural gift of intuitively and instinctively evaluating ideas and situations. (video) THE GENIUS OF GALVANIZING The natural gift of rallying, inspiring and organizing others to take action. (video) THE GENIUS OF ENABLEMENT The natural gift of providing encouragement and assistance for an idea or project. (video) THE GENIUS OF TENACITY The natural gift of pushing projects or tasks to completion to achieve results. (video) https://images.squarespace-cdn.com/content/v1/5fb4c3a56b655c2dd159f10b/1606944629622-QT97DRCNO8V20NF6U1AU/Four+Disciplines.JPG Playbook - What exactly does an organization have to do to get healthy? There are four simple but challenging steps. Discipline 1: Build a cohesive leadership team. Master the behaviors outlined in The Five Dysfunctions of a Team Take a Team Assessment Learn about your personality (MTBI, DISC, etc.) Understand your Working Genius Discipline 2: Create Clarity Complete the Six Critical Questions Worksheet Discipline 3: Overcommunicate Clarity Importance of Communication Use our Meetings Model and Meeting Summary Worksheet Discipline 4: Reinforce Clarity Ideal Team Player tools for hiring, development and leading. Improve Employee Engagement https://images.squarespace-cdn.com/content/v1/5fb4c3a56b655c2dd159f10b/1606913048093-95EEY7DHQJ7HNM94MVMU/5+Dysfunctions.png Playbook - Like it or not, all teams are potentially dysfunctional. This is inevitable because they are made up of fallible, imperfect human beings. However, facing dysfunction and focusing on teamwork is particularly critical at the top of an organization because the executive team sets the tone for how all employees work with one another. The first step toward reducing politics and confusion within your team is to understand that there are five dysfunctions to contend with, and address each that applies, one by one. DYSFUNCTION #1: ABSENCE OF TRUST The fear of being vulnerable prevents team members from building trust with each other. DYSFUNCTION #2: FEAR OF CONFLICT The desire to preserve artificial harmony stifles productive ideological conflict within the team. DYSFUNCTION #3: LACK OF COMMITMENT The lack of clarity and/or buy-in prevents team members from making decisions they stick to. DYSFUNCTION #4: AVOIDANCE OF ACCOUNTABILITY The need to avoid interpersonal discomfort prevents team members from holding each other accountable for their behaviors and performance. DYSFUNCTION #5: INATTENTION TO RESULTS The pursuit of individual goals and personal status erodes the team's focus on collective success. https://images.squarespace-cdn.com/content/v1/5fb4c3a56b655c2dd159f10b/1606914964809-AOGIMASLE2CJ7W0BC6X3/Engagement.JPG Playbook - Having a good job or a bad job is entirely subjective and may depend on many factors: pay, prestige, security, schedule, etc. What is not subjective is the definition of a miserable job. People who are miserable in their jobs dread going to work and come home frustrated, defeated and weary. . Some studies show as high as 77% of workers are dissatisfied with their work, and that the primary driver of job dissatisfaction is not pay or benefits, but rather the relationship that an employee has with his or her supervisor. There are three areas managers needs to consider and address with each employee. ANONYMITY People cannot be fulfilled in their work if they do not feel known. All human beings need to be understood and appreciated for their unique qualities by someone in a position of authority. IRRELEVANCE Everyone needs to know that their job matters to someone—anyone. Without seeing a connection between their work and the satisfaction of other people, an employee will not find lasting fulfillment. IMMEASUREMENT Employees need to be able to gauge their own progress and level of contribution. People cannot be fulfilled in their work if their success depends entirely on the opinions or whims of another person. https://images.squarespace-cdn.com/content/v1/5fb4c3a56b655c2dd159f10b/1607330635227-D7KADM98O1AOF7JRD2JI/Thematic+Goal+2.JPG Playbook A thematic goal provides a rallying cry for an organization–a clear direction for the entire organization for a fixed period of time determined by answering the question, “What is most important right now?” Identify specific shared Defining and Operating Objectives that must take place to help achieve the Thematic goals. Defining Objectives are qualitative components that serve to clarify exactly what is meant by the thematic goal; shared by all members of the team. Defining objectives provide a level of specificity so that the thematic goal isn’t merely a slogan but rather a specific and understandable call to action. Standard Objectives are the ongoing and relatively straightforward metrics and areas of responsibility that any leadership team must maintain to keep the organization afloat. These objectives do not go away from period to period and often include topics such as revenue, expenses, customer satisfaction, quality, etc. The image on the left is a sample completed by a tire manufacturing company. https://images.squarespace-cdn.com/content/v1/5fb4c3a56b655c2dd159f10b/1606914043998-IRJE745N6K51Q4YGR84E/Sample+Team+Assessment+image.png Playbook - Based on the best-selling book The Five Dysfunctions of a Team, the Online Team Assessment is the great tool for leaders and managers looking to make their teams more cohesive and effective. Used by nearly half of a million people, no single product has helped transform the landscape of teamwork and change the world of work more. This is the perfect starting place for anyone looking to overcome team dysfunction and realize their potential. Simplicity is the key. Building a healthy team is not complicated, but it takes discipline and focus. With only 42 questions and a custom color-coded report, the Online Team Assessment provides teams with practical, usable data that will help address their most critical issues and begin to make tangible progress right away. The Online Team Assessment is the fastest way to build a more cohesive team, so join the thousands of others in making your team more effective. https://images.squarespace-cdn.com/content/v1/5fb4c3a56b655c2dd159f10b/1607327477888-P2MMM2IUQ0QDSR9N6T98/6+critical+questions.JPG Playbook - The second requirement for building a healthy organization is all about achieving alignment. A playbook provides a repository of information outlining an organization’s clarity. Clarity is initially established by answering the six critical questions in a concise, actionable way, so that they can be used in decision making, communication and planning. https://images.squarespace-cdn.com/content/v1/5fb4c3a56b655c2dd159f10b/1606914614436-M98VLVJ9AZ0TXZ9MQNOR/Meetings.JPG Playbook - It is possible to transform tedious and debilitating meetings into productive, focused, and even energizing. The key to improving meetings has little to do with better preparation, agendas or minutes. Attendees need to understand the importance of the meeting, know the context and purpose, as well as be willing to engage in conflict about important issues being discussed. DAILY CHECK IN Connect informally around any relevant administrative items. Share daily schedules and activities. WEEKLY TACTICAL Review weekly activities and metrics, and resolve tactical obstacles and issues. MONTHLY STRATEGIC Discuss, analyze, brainstorm and decide upon critical issues affecting long term success. QUARTERLY OFF-SITE REVIEW Review strategy, competitive landscape, industry trends, key personnel, and team development. https://images.squarespace-cdn.com/content/v1/5fb4c3a56b655c2dd159f10b/1606953073524-1PU7S6H3DWID0TKNP0IF/Tactical+Meetings.JPG Playbook - Follow this guide to have more effective weekly tactical meetings. Lightning Round (5-10 min): Have each team member list top three things they are working on in the coming week. This should take about 1 minute each Scoreboard Review (5 min): Review the Thematic Goal and objectives, note the current status in Green, Yellow or Red. Tactical Agenda Items (30 min): Discuss the issues to be covered, assign order for discussion and begin. These are issues that came up in the lightning round or scoreboard review. Potential Strategic Topics: List strategic topics that come up and need to be covered in-depth during a separate meeting. To not try and resolve these during the tactical meeting. Decisions/Actions (5 min): Have one team member keep track of decisions and actions that were committed to. Cascading Messages (5 min): Discuss what each team member should communicate to their direct reports after the meeting. Agree on a timeframe for that messaging to occur. https://images.squarespace-cdn.com/content/v1/5fb4c3a56b655c2dd159f10b/1606914303386-AHKWPSOWJEVAWTSJJXOT/Ideal+Team+Player.JPG Playbook - Some people are better at teamwork than others. These are the kind of people who add immediate value in a team environment and require much less coaching and management to contribute in a meaningful way. What do these people look like? And how do we find them? As it turns out, they have three qualities or virtues in common: they are humble, hungry and smart. HUMBLE Ideal team players are humble. They lack excessive ego or concerns about status. They are quick to point out the contributions of others and slow to seek recognition for their own. They share credit, emphasize team over self, and define success collectively rather than individually. HUNGRY Ideal team players are hungry. They are always looking for more—more things to do, more to learn, more responsibility. Hungry people rarely have to be pushed by a manager to work harder because they are self-motivated and diligent. They are constantly thinking about the next step and the next opportunity. SMART Ideal team players are smart. They are emotionally intelligent and have common sense about people. They tend to know what is happening in a group situation and how to effectively deal with others. They have good judgment and intuition around the subtleties of group dynamics and the impact of their words and actions. With enough time, patience and attention from a good manager, almost anyone can learn to become a team player. https://orghealthconsulting.com/contact daily 0.75 2020-12-07 https://orghealthconsulting.com/books daily 0.75 2020-12-04 https://images.squarespace-cdn.com/content/v1/5fb4c3a56b655c2dd159f10b/1605780645258-2ANQG7P5FEO6905B8VE3/signs.png Books Employee Engagement https://images.squarespace-cdn.com/content/v1/5fb4c3a56b655c2dd159f10b/1605780260066-GNFK4J7T08FCUCE0W2RY/dysfunctions_noshadow.png Books The Five Dysfunctions https://images.squarespace-cdn.com/content/v1/5fb4c3a56b655c2dd159f10b/1605780173134-KPF6W9EBQ75FN8461CEQ/advantage_noshadow.png Books The Advantage https://images.squarespace-cdn.com/content/v1/5fb4c3a56b655c2dd159f10b/1605780429207-J2FIYU5AZ00P2I9WIZM5/book.png Books The Ideal Team Player https://images.squarespace-cdn.com/content/v1/5fb4c3a56b655c2dd159f10b/1605779690703-MNQLR8VDKNKAZK2NCGH6/getting-naked.png Books Getting Naked https://images.squarespace-cdn.com/content/v1/5fb4c3a56b655c2dd159f10b/1605779730875-QJKC5TW6870TS1IX2VWU/frantic.png Books Frantic Family https://images.squarespace-cdn.com/content/v1/5fb4c3a56b655c2dd159f10b/1606915911071-9XEU35MNBB9X8XB8SS1N/themotivebook.png Books The Motive https://images.squarespace-cdn.com/content/v1/5fb4c3a56b655c2dd159f10b/1605779667172-NR245LL0XRZBWAZB70N5/dbm.png Books Death by Meeting https://orghealthconsulting.com/rsvp-4 daily 0.75 2023-04-12 https://orghealthconsulting.com/resources-1 daily 0.75 2021-05-01