Is Your Organisation in Crisis?

Is Your Organisation in Crisis?

If ever there was a time when we need to reinvent our organisations, it’s now. The latest reports that work-related stress has reached epidemic proportions is a cry for change.

International Stress Awareness Week is an opportunity for senior leaders to acknowledge how you are contributing to this crisis. With reported rates of work related stress, anxiety and depression on the increase at an alarming rate, what can you do to cultivate a healthy working environment?

Are You Changing?

As a director and senior leader within your organisation I believe you have a responsibility, as part of the senior team, to look at how your behaviours are contributing to the problem. This is often seen as developing “soft skills” and somehow less important, or optional, for senior leaders. A different style of management and leadership needs to evolve and is vital for the sustainability of successful organisations. If you never take time to think:

  • How current are your values and beliefs?
  • How do you adapt your style to lead in our rapidly changing world?
  • How do you develop new patterns of behaviour

Then, how will you ever make the vital changes needed for your organisation to flourish?

Culture Change is Essential

Culture change for most organisations is not optional but essential. As leaders you need to foster a wellbeing culture where your employees feel valued and trusted. The individuals within your teams want to make a difference. They want to perform and contribute to something they believe in, a worthwhile cause, service or product. It is often bureaucracy and outdated behaviours that block both productivity and wellbeing.

Enable Success

Reinventing your organisation to cultivate a healthy workplace culture starts by acknowledging you have a problem. Once recognised, you can engage one another in honest conversations and notice what needs to change. With an open mind, and a willingness to be curious about new ways of being, solutions will start to emerge that will positively affect your environment.

As a Chief Executive or Director, if you would value a confidential, exploratory conversation to air your thoughts about the health of your organisation, please contact me directly.

About Karen…

Karen Mason is on a mission to inspire leaders to define and align with their purpose. In so doing, foster more meaningful and engaging workplace cultures, where people matter. Karen is known for her passion and expertise in leadership coaching and facilitation. The impact of which has a positive influence on the way leaders lead within their organisation.

For a conversation about the health of your organisation, message me at karen@karenmasonassociates.co.uk.

Is Shared Purpose Enough?

Is Shared Purpose Enough?

 

I believe coaching as a leadership approach helps to make work more meaningful. So I’ve been delighted to work with an inspiring group of leaders over the past 12 months, who have been honing their coaching skills.

As I bring their programme to a close, it is always tinged with sadness for me as I say goodbye.  One of the things I love about my work is the relationships I build and observing individual growth and development as a programme unfolds. I know that the people participating will be transformed by their experience, yet at the outset it’s impossible to know how.

On concluding the programme, our parting is also full of hope… as I trust my work is done and let the group fly. My belief, that they will take their freshly developed skills, values and mindset to positively shape and impact their worlds.

 

Sustainability through Self Management

With this particular group I notice there is a real opportunity for them to form a self managed team, with shared purpose. I leave wondering if their current sense of purpose compelling enough? Or will it require something more, to keep this team united in their support for one another? I know that together they are stronger and more influential. I have witnessed first hand what a positive impact they already make on one another and on all those around them.

 

Shared Purpose

On further reflection, I believe the team have a clear outcome… to sustain and grow a coaching approach to leadership within the organisation. However, my instinct is they need to find a compelling sense of shared purpose. Having completed their development journey together, what is their shared belief about the value of adopting a coaching approach within their organisation?

 

Their Future…

I wonder where they will be in 6 months time? Will they create a shared identity and deliver shared outcomes within their organisation? Alternatively, will their passion and energy dissipate, without me giving them a reason to come together to connect?

 

Sustainable Change

When facilitating leadership development, my intention is to create sustainable change. So with each group I facilitate, I encourage them to explore the nature of change being proposed. I do this through group discussion and enquiry. Then, having had chance to be curious, it’s time for the group to embrace change. Their first hand experience is essential to practice a change of behaviour and gain feedback. Over time I have found this balance between enquiry, practice and real time feedback to be the most successful way for change to be embedded. In this way, leaders start to embed a coaching approach. Ultimately, with sufficient practice and peer support, these changes become habit and the new way of doing things.

So as I depart with curiosity… what are the essential factors needed to sustain shifts in our identity and our behaviour?

 

What’s Your Experience of Embedding Change?

I’d love to hear from you if you’ve had personal experience of embedding sustainable change within organisations? What contributed to your success?

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Bio

Karen’s purpose is to make work more meaningful.

She inspires leaders to define and align with their purpose, to foster engaging workplace cultures, where people matter. Karen is known for her passion and expertise in coaching and facilitation. The impact of which has a positive influence on the way leaders lead within their organisation.