Where to start with behavioural 𝒊𝒎𝒑𝒓𝒐𝒗𝒆𝒎𝒆𝒏𝒕?
☞ Personal Development?
☞ Organisational Development?
In my view, the catch is the 𝒂𝒄𝒄𝒐𝒖𝒏𝒕𝒂𝒃𝒊𝒍𝒊𝒕𝒚. Whilst the organisational leadership team is accountable for organisational development, each 𝒊𝒏𝒅𝒊𝒗𝒊𝒅𝒖𝒂𝒍 𝒆𝒎𝒑𝒍𝒐𝒚𝒆𝒆 is accountable for the own personal development. As an organisational leader, you can work on organisational development, you can work on your own personal development – 𝒅𝒐𝒏’𝒕 𝒕𝒓𝒚 𝒕𝒐 “𝒅𝒆𝒗𝒆𝒍𝒐𝒑” 𝒐𝒕𝒉𝒆𝒓 𝒑𝒆𝒐𝒑𝒍𝒆!
The 𝒒𝒖𝒊𝒄𝒌𝒆𝒔𝒕 𝒂𝒏𝒅 𝒎𝒐𝒔𝒕 𝒑𝒐𝒘𝒆𝒓𝒇𝒖𝒍 way to improve team engagement and boost organisational performance is 𝒐𝒓𝒈𝒂𝒏𝒊𝒔𝒂𝒕𝒊𝒐𝒏𝒂𝒍 𝒅𝒆𝒗𝒆𝒍𝒐𝒑𝒎𝒆𝒏𝒕
⇨ organisational purpose, values and principles of collaboration
⇨ standards for transparent and effective communication
⇨ well defined roles & responsibilities
⇨ decision-making processes enabling fast decisions by the appropriate people
⇨ Sense-making mechanisms to distinguish between essential and non-essential priorities
⇨ governance structures and mentorship to embed learnings directly into the operating model
That should not stop organisational leaders to work on the 𝒐𝒘𝒏 𝒑𝒆𝒓𝒔𝒐𝒏𝒂𝒍 𝒅𝒆𝒗𝒆𝒍𝒐𝒑𝒎𝒆𝒏𝒕 and to 𝒐𝒇𝒇𝒆𝒓 𝒐𝒕𝒉𝒆𝒓𝒔 𝒔𝒖𝒑𝒑𝒐𝒓𝒕 𝒊𝒏 𝒕𝒉𝒆𝒊𝒓 𝒑𝒆𝒓𝒔𝒐𝒏𝒂𝒍 𝒅𝒆𝒗𝒆𝒍𝒐𝒑𝒎𝒆𝒏𝒕
⇨ training to improve self-awareness about own behaviours and communication
⇨ training on conflict resolution
⇨ coaching and mentoring
What’s your view?
The 𝒊𝑩𝒔𝒊𝒏𝒈 𝒇𝒓𝒂𝒎𝒆𝒘𝒐𝒓𝒌 is 𝒑𝒊𝒈𝒈𝒚𝒃𝒂𝒄𝒌𝒊𝒏𝒈 𝒐𝒏 𝒕𝒉𝒆 𝑺&𝑶𝑷 𝒑𝒓𝒐𝒄𝒆𝒔𝒔𝒆𝒔 𝒐𝒓 𝒐𝒏 𝒃𝒖𝒔𝒊𝒏𝒆𝒔𝒔 𝒕𝒓𝒂𝒏𝒔𝒇𝒐𝒓𝒎𝒂𝒕𝒊𝒐𝒏 𝒊𝒏𝒊𝒕𝒊𝒂𝒕𝒊𝒗𝒆𝒔 to nurture team engagement and excellent organisational performance. If you are interested to have an informal discussion how iBsing could potentially contribute to your next big success story in running the business or in a business transformation, 𝒑𝒍𝒆𝒂𝒔𝒆 𝒄𝒐𝒏𝒕𝒂𝒄𝒕 𝒎𝒆.