The growth of an organisation is quite different from personal growth.
With personal growth you only have one person to be concerned about: you. With an organisation the number involved will be potentially much larger, depending on how big your organisation is. Leaders can look at organisational growth as the “big picture” decisions, but successful growth often really happens in the small day to day decisions. Many small improvements will lead to a much larger positive outcome in the whole of what an organisation does. Therefore, in order to be committed to organisational growth, the small day to day stuff needs to be analysed, and developed to create a growth-oriented atmosphere.
Several questions can be addressed as part of this incremental improvement process:
- Has the organisation committed to grow and develop people?
- Does the organisation spend money to develop employees’ growth?
- Is the organisation making changes to keep itself and its people growing?
- Does the organisation support leaders making the difficult growth decisions?
- Does the organisation value production rather than position or title?
- Does the organisation give growth opportunities for its people?
- Do organisational leaders have vision and share it with their people?
- Does the organisation think big?
- Does the organisation promote from within?
- Do leaders in the organisation sacrifice personal issues to ensure growth of others?
To achieve the growth of the organisation there is a requirement of support for initiatives from the highest levels possible. The best leaders will identify that the most effective people in the organisation will give the best outcomes to achieving targets and objectives when they are allowed to grow in their roles, and also receive credit and development for their contributions.
Coaching and training of teams of people within an organisation is a proven method of receiving the best possible return for the efforts of all people concerned in projects and the related processes. The effective leader will ensure that all skills within the organisation are best employed at the most suitable times and in the most fitting positions. When one of an organisation’s people is willing to contribute their effort to a specific need, then any required training will be given to allow the successful outcome of each project.
Having an established plan and strategy of people development over a long term will permit the organisation to identify any skills gaps that could cause delay in achieving the growth and success of the mission and vision that it may have. The culture needed to deliver the organisational goals will be embedded as a result of the consistent reviewing of peoples capabilities, and training effectively where gaps are shown.
IiE work with organisations to allow their key people at all levels to recognise What Matters Most, and to facilitate, coach and train to the required levels for sustained continuous improvement. This is achieved through the use of a range of Approaches that give the best results from the Business Improvement Tools available.