One useful distinction to consider is between an effective organization and organizational effectiveness. There are a wide variety of ways in which to view organizational effectiveness and effective organizations can achieve effectiveness in several of these ways. We view each effective aspect of an organization as an organizational strength and identify eight strengths that can often be seen in highly effective organizations. Various permutations of these strengths are combined to synergistically create overall organization effectiveness.
1. Human Resources Development and Talent Management (Engagement)
Organizations that are effective recruit, develop, and utilize a workforce that is aligned with the organization's mission, vision and objectives. The organization builds and maintains a climate and culture that encourages performance, participation, meaningful work, and personal and organizational growth. They provide training and resources to promote these.
2. Information Systems and Decision-Support (Mindful)
Effective organizations determine what information is essential to its efforts and carefully determine how it will be collected, analyzed, and reported throughout the organization. Information is made useful, delivered efficiency and retained; it supports building knowledge and learning from experience. This knowledge is critical to decision-making and is used to support key organization processes and the organization's performance management system.
3. Leadership (High Standards)
In effective organizations leaders involve all employees in creating and sustaining organizational values, organizational vision, organizational direction, performance expectations, and customer focus. By incorporateing important values and clear expectations into the organization's management and leadership approach, a system that stimulates high performance standards is created. These standards include how the organization addresses its responsibilities to stakeholders and how it continuously learns and improves it processes.
4. Performance Results (Clarity)
Organizations where they have a clearly defined bottom line and every employee knows how they contribute to the success of the organization are generally highly effective. Employees are kept informed about the organization's progress toward its goals and objectives and how they are contributing to it.
5. Process Management (Coordination)
The effectiveness of organizations is systematically built by continually studying its processes in order to improve them. Process management areas that might be considered for improvement include such things as: Product or Service Development, Product or Service Delivery, Marketing, Procurement and so on. Various processes are linked and managed to ensure that they are mutually supportive and drive the execution of organizational goals.
6. Stakeholder Service (Responsiveness)
Highly effective organizations place great emphasis on customer, shareholder, and employee relations and make a variety of decisions about how to satisfy these stakeholders. They make concerted efforts to determine and meet or exceed stakeholders' expectations and respond speedily to the changing needs of stakeholders.
7. Strategic Planning (Alignment)
Effective organizations create and communicate a resilient strategic plan that helps to align the efforts of departments and individuals establish priorities and determine resources are allocated. Well defined goals and objectives assist management in assessing advancement of the organization's mission and progress toward its vision.
8. Structure (Agility)
An effective organization is structured so that it is able to do such things as: (a) respond quickly to environmental changes, (b) intelligently build and use the knowledge, skills and abilities of its employees (c) capably meet its mission, (d) establish decision-making at the most appropriate organization level, (e) support broad communication and information flow to enable employees to do a good job, and (f) connect work units so that they can support each other as their organizaitonal roles and relationships shift.
Employee engagement, mindful action, high performance standards, goal clarity, excellent coordination, responsive service, strategy alignment, and agile operations each contribute to the overall effectiveness of an organization. An organization's unique combination of strengths together enable it to effectively meet its particular challenges.
At Empowering Effectiveness, Frank Papotto enables clients to identify, develop, and implement action plans and strategies that lead to more effective organizations. He offers support for executives and managers to help in instigating and influencing the changes that improve OE.
Find additional information about how Empowering Effectiveness supports clients' solutions at http://empoweringeffectiveness.co.cc.
1. Human Resources Development and Talent Management (Engagement)
Organizations that are effective recruit, develop, and utilize a workforce that is aligned with the organization's mission, vision and objectives. The organization builds and maintains a climate and culture that encourages performance, participation, meaningful work, and personal and organizational growth. They provide training and resources to promote these.
2. Information Systems and Decision-Support (Mindful)
Effective organizations determine what information is essential to its efforts and carefully determine how it will be collected, analyzed, and reported throughout the organization. Information is made useful, delivered efficiency and retained; it supports building knowledge and learning from experience. This knowledge is critical to decision-making and is used to support key organization processes and the organization's performance management system.
3. Leadership (High Standards)
In effective organizations leaders involve all employees in creating and sustaining organizational values, organizational vision, organizational direction, performance expectations, and customer focus. By incorporateing important values and clear expectations into the organization's management and leadership approach, a system that stimulates high performance standards is created. These standards include how the organization addresses its responsibilities to stakeholders and how it continuously learns and improves it processes.
4. Performance Results (Clarity)
Organizations where they have a clearly defined bottom line and every employee knows how they contribute to the success of the organization are generally highly effective. Employees are kept informed about the organization's progress toward its goals and objectives and how they are contributing to it.
5. Process Management (Coordination)
The effectiveness of organizations is systematically built by continually studying its processes in order to improve them. Process management areas that might be considered for improvement include such things as: Product or Service Development, Product or Service Delivery, Marketing, Procurement and so on. Various processes are linked and managed to ensure that they are mutually supportive and drive the execution of organizational goals.
6. Stakeholder Service (Responsiveness)
Highly effective organizations place great emphasis on customer, shareholder, and employee relations and make a variety of decisions about how to satisfy these stakeholders. They make concerted efforts to determine and meet or exceed stakeholders' expectations and respond speedily to the changing needs of stakeholders.
7. Strategic Planning (Alignment)
Effective organizations create and communicate a resilient strategic plan that helps to align the efforts of departments and individuals establish priorities and determine resources are allocated. Well defined goals and objectives assist management in assessing advancement of the organization's mission and progress toward its vision.
8. Structure (Agility)
An effective organization is structured so that it is able to do such things as: (a) respond quickly to environmental changes, (b) intelligently build and use the knowledge, skills and abilities of its employees (c) capably meet its mission, (d) establish decision-making at the most appropriate organization level, (e) support broad communication and information flow to enable employees to do a good job, and (f) connect work units so that they can support each other as their organizaitonal roles and relationships shift.
Employee engagement, mindful action, high performance standards, goal clarity, excellent coordination, responsive service, strategy alignment, and agile operations each contribute to the overall effectiveness of an organization. An organization's unique combination of strengths together enable it to effectively meet its particular challenges.
At Empowering Effectiveness, Frank Papotto enables clients to identify, develop, and implement action plans and strategies that lead to more effective organizations. He offers support for executives and managers to help in instigating and influencing the changes that improve OE.
Find additional information about how Empowering Effectiveness supports clients' solutions at http://empoweringeffectiveness.co.cc.
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