Organizations that fail to achieve alignment with their top leaders will struggle to make meaningful changes within their organization.
Benchmarks can be valuable tools, but over-relying on them could limit your organization's potential. Here's why:
They reflect others, not you: What works for another company may not align with your unique goals and context.
Stifling innovation: Focusing solely on benchmarks might mean you overlook bold, creative ideas.
Ignoring context: The numbers don’t tell the full story—context matters.
Aaron discusses the need to achieve your organizational goals and being purposeful in your design. Not allowing current designs or benchmarks lead you astray.
In an uncertain world, focus on what you can control. That’s your organization.
Over 70% of transformation efforts fail. This is likely due to the approach people use to transform. They don’t go far enough and they don’t think holistically.
The power of getting your people involved in the improvements drive sustainability
Continuous Flow is a key example of a technique to optimize your processes.
PDCA is the key for the implementation of a solution.
Defining the problem and aligning it to the goals of the organization is the first step towards making a measurable impact in the organization. Put your resources on the things that matter the most!
Problems are Gold!
Assume Positive Intent!
With these 2 principles your organizations will take leaps forward in your problem solving.
Bringing the employee lifecycle into the targeted operating model protects your organization as you grow and embeds the behaviours you want into it.
Start Ups have different mind sets than mature organizations. But the fundamentals are the same. When you are building a new organization do it with purpose and intention. Even if where you want to be is 5 years away. Know what the triggers are to put the operating model in place!
Everything about your organization should be intentional regardless of the maturity of the organization.
Capability Development is more than just ensuring the employees have the skills for their current role. It’s about customizing a career trajectory for each employee.
Learn more about Management Operating Systems and how they drive your business to your goals
A Management Operating System (MOS) is a closed-loop system, comprising of information, documents and meetings, which are used to Forecast, Plan, Execute and Report results
Systems of Work comprises of three components:
Management Operating System
Leaders Standard Work
Management Behaviours
The three steps of building a Leadership Development Program
Build the Organizations Leadership Blueprint
Have a High-Performance Executive Team
Build a Leadership Program that aligns Management and Leadership Behaviours
Asking yourself nine questions will drive your organizational alignment and set up your Targeted Operating Model
Defining Mission, Vision, Strategy, Goals, and Non-Negotiable Behaviours are the foundation of the Leadership Blueprint.
The power of doing an assessment and building a roadmap with your people is part of the change process. It helps for adoption of the transformation and gets people excited.
Digital Adoption is like getting a new gadget—you not only need to have it, but also know how to use it well. Effective digital adoption means everyone is on board, using the tools as intended, and reaping the benefits.
Building the culture of continuous improvement and using the Deming Cycle to identify gaps in the process and the discipline to build optimized process
Aligning your organization top down and bottom up will do great things for you.
The foundation of Intentional Culture lies in the Observable Behaviours within an organization. In this video, Aaron not only preaches but also practices this principle, discussing one of Tengu Consulting's "Basics" (Taking Care of Yourself) and connecting it to the broader perspective on Intentional Culture.
Reflecting on a recent experience, Aaron discusses the power of vulnerability in the workplace. How asking for help needs to be rewarded and it is how the organization grows.
Employee Lifecycle starts before the employee is hired, during the interview process. Think about how you can make a transition from pre-hire through orientation and retirement.
Are your meetings productive and goal-oriented? If not, it’s time to redefine your approach with clear and concise Terms of Reference (ToR).
Consider the high-level steps to operationalize your organizational objectives.
If you have invested in Leadership Development Courses with minimal impact, consider exploring the Tengu Approach to Leadership Development, which encompasses both training and coaching.
Taking a holistic and structured approach to Organizational Design leads to a more effective organization.
Work Systems encompass more than just KPIs and meetings; they consider the various facets of process management. By concentrating on Management Operating Systems, Leader's Standard Work, and Management Behaviours, and by giving equal attention to all three, you can effectively achieve your objectives.
Two companies within the same industry faced the same challenge but arrived at completely different solutions, yet both proved to be correct.
There is no such thing as a quick fix. Sustainable change needs to be deliberate
Aaron shares his thoughts on not leaving culture to chance. As an leader in an organization it's up to you to not allow your culture to be organic.