|

Coaching resources Coaching articles Coaching and relationships Overcoming objections Coaching through transition Making a success of failure Coaching and decision-making Metaphors Resilience State management Organisational Politics Derailment Emerging talent History of Coaching When appraisal goes bad Get ahead, get an image Companies in the dark Seven principles Leadership vs management The Truth of Decision Making Leading People for High Performance 360 Degree Appraisal - analysis of results Unlocking Discretionary Effort Books about coaching Other resources Case studies FAQs Coaching for your business Coaching for you About PCI College of Failure

The 7 success principles of organisations

1. Attitude, resilience and Optimism - they expect the best

Successful organisations have to have a positive culture/attitude, they need to be resilient and bounce back quickly from set backs. If a product or strategy is not working they need to be flexible to try something else and move quickly. They are optimistic in their outlook and believe in their products and services, they therefore expect the best and get it..

2. Visions - strengths/skills/values/purpose

Successful organisations play to their strengths and the abilities of their people, products, services and markets. They are aware of their organisation skills and weaknesses and work with business partner organisations to underpin these and visa versa. They believe in the Diversity of their people and therefore have multiple perspectives and strengths throughout. They have a clear vision which is communicated and a strategy to achieve it. They ensure everything they do is underpinned by their shared corporate values and they have a clear purpose for what they are doing thus creating a high performance culture.

3. Strategy/Goals and disciplined use of time

Their short term strategy underpins their long term. They set goals which are milestones towards their visions and then put into practice their natural skills and abilities and are disciplined in their use of time towards those goals. They free up resources for where they will make the most different (often creating project teams) and then have dogged pursuit of their goals. However they also know where to stop and do something else if it is not working, they listen out for those early warning signals.

4. Risk taking and action orientated

They trust themselves, their leaders and staff at all levels. Empowerment is fundamental. They have leaders at all levels of the organisation. Their leaders trust their intuition and take calculated risks putting into action their decisions and having the flexibility and adaptability to change along the way as appropriate. The structures, processes and systems are in place to ensure efficiency and standards, but freedom is given to ensure creativity and responsiveness is maintained, allowing change to happen quickly. This therefore creates success and a good financial standing

5. Relationships - Visibility and Perceptions/Branding

Trust Relationships are key both internally throughout the organisation and also externally with stakeholders and partners as well as their clients: you need people to achieve your visions. Successful organisations know the importance of knowing who they are and what you stand for, their unique brand. They also realise they need visibility for their great work and manage the perceptions of others. Therefore their internal brand (seen by their staff) and their external brand (client facing) are aligned and they live the brand in everything they do. They have a corporate conscience and balance environmental issues with profit.

6. Learners - turn any situation to their advantage

Great leaders run the organisation and they are given the authority and resources to lead their organisation in the way they see fit. They constantly learn and seek to be a learning organisation although they may not be there yet. They are often known for being lucky, the truth is they are lucky because they turn any situation to their advantage. Team work throughout the organisation means silos are minimised, performance is managed effectively and the rewards of success are shared.

7. Their People - Work life balance/Happy

They focus on aligning happiness and success. They champion well being and employ rounded whole people that are not just the sum of their role or work but so much more. They encourage work life balance and are aware of the benefits in performance that brings.

Finally - It is not knowing it, it is doing it. Lots of organisations know these principles and even espouse them, but do they live them?

As you have guessed they apply individual, team and organisational success have the same principles. Compare and rate your organisation against these principles.