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Taking away the pain of leadership

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How BizHealthCheck can give you a pain free way to reducing the pain in your organisation.

Publicada em: Negócios
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Taking away the pain of leadership

  1. 1. BizHealthCheck A lot of wot I have learned
  2. 2. We’ve developed BizHealthCheck because… Not-for-profit leaders fight a constant battle to deliver top quality services with too few resources… For-profit leaders get frustrated when teams don’t get along as well as we expect them to… Organisations are a matrix of relationships, not a hierarchy, and it’s about time we recognised that! As small or indie consultants, we constantly struggle to develop new business while delivering current projects.
  3. 3. The business model started with… A son who had special needs. A charity that struggled to provide them. A frustration at not being able to solve their problems.
  4. 4. It created a purpose-led business That gives a 360 view of the health of relationships across the value chain of a business… That challenges the parent/child, hierarchical, engagement approach of understanding organisations, that lack identification of causes… And is for c-suite leaders and owners who need to improve the effectiveness of their organisation.
  5. 5. We share the pain… We use an online assessment… To give you visibility of the pain in your organisation… That is caused by the health of the relationships across your value chain. Applied Medical Example report How the business unit teams see The health of The health of The health of the The health of the health of their workflow work management people management motivating factors leadership SalesNorth SalesEast SalesSouth SalesWest BESTWAY RESOURCES INDUCTION IMPROVEMENT VALUES JOBDEFINITION FEEDBACK L&D MASTERY AUTONOMY PURPOSE HAPPINESS CUSTOMERS COMMUNICATION VALUES ENABLINGWORK DOASTHEYSAY COMMERCIAL Sales North -18. 7 -50. 0 -40. 0 -28. 1 Sales North -68. 4 -103. 4 -52. 7 -79. 4 Sales North -27. 3 -50. 0 -61. 6 -73. 6 Sales North -50. 0 -60. 0 -80. 0 5.3 Leader One 6.0 6.0 5.0 5.0 6.0 6.0 Sales East -53. 1 -38. 5 -103. 5 -39. 1 Sales East -103. 2 -210. 8 -119. 9 -151. 5 Sales East -82. 9 -77. 8 -95. 9 -50. 0 Sales East -70. 0 -80. 0 -90. 0 4.8 Leader Two 6.8 7.0 6.0 6.6 6.6 6.8 Sales South -112. 0 -174. 5 -60. 0 -119. 0 Sales South -147. 9 -197. 3 -130. 1 -179. 7 Sales South -89. 1 -127. 8 -131. 3 -155. 5 Sales South -30. 0 -60. 0 -110. 0 5.5 Leader Three 8.0 7.0 5.0 6.0 7.0 8.0 Sales West -50. 0 -31. 7 -84. 4 0.0 Sales West -50. 0 -82. 9 -98. 0 -225. 8 Sales West -45. 6 -52. 6 -68. 3 -118. 3 Sales West -40. 0 -70. 0 -60. 0 5.6 Leader Four 7.3 7.3 5.0 6.3 7.7 8.3 Leader Five 7.3 7.5 7.8 7.5 7.3 7.5 Leader Six 4.0 4.0 4.0 3.0 5.0 5.0 and the health of their relationships Leader Seven 1.5 1.5 0.5 3.0 0.5 1.0 SalesNorth SalesEast SalesSouth SalesWest Sales North -16. 0 -50. 0 -70. 0 -26. 3 Sales East -29. 5 -74. 3 -81. 7 -85. 8 Sales South -83. 6 -119. 4 -28. 2 -98. 3 Sales West -50. 0 -31. 7 -84. 4 0.0 H OW T H E SALES T EAMS SEE EACH OT H ER There are two views:the health of workflow - how the work well work is 'happening';and the health of the relationships - how well the teams are getting on with each other. THEHEALTH OFTHELEADERSHIP The health of the leadership considers how leaders in the organisation are beingseen to behave. CUSTOMERS How they deal with internal or external customers. COMMUNICATION How they communicate what is going on. VALUES How they demonstrate the organisation's values. ENABLING WORK How they enable the team to work effectively. DO ASTHEY SAY How they deliver on their commitments. COMMERCIAL How they manage the commercial aspects of their role. Sentimetric Heatmap™ report The Sentimetric Heatmap™ gives an overview of the main health factors in the organisation: • Relationships within and between teams • Workflow within and between teams • People Management • Work management • Leadership • Motivation • Happiness Our definition of health is the combination of importance and effectiveness,in the eyes of each respondent. So it’s an internal view of how well things are going,with the intention of asubsequent more robust investigation. We should use the information in the Sentimetric Heatmap™,not to give an immediate understanding of how the business can be improved, but to begin to identify the areas where we need to focus more closely. SO W H AT N EX T ? If you feel that you want to understand why any 'hotpsots' of ill- health may be occuring then we suggest that you undertake adiagnosis of the business unit using our BHC:Diagnosis methodology. See www.bizhealthcheck.biz for more details. BIZHEALTHCHECK The Sentimetric Heatmaps™ consist of cells that indicate health in a gradient, from healthy to unhealthy. We're most interested in those factors that are highly IMPORTANT but INEFFECTIVE. These are the most unhealthy. But we're also keen to know what is working welll. The factors that are IMPORTANT AND EFFECTIVE. These are the most healthy. THEHEALTH GRADIENT READING THESENTIMETRIC HEATMAPS™ The Sentimetric Heatmaps™ are a matrix of relationships. The HORIZONTAL line is the observer - the person that has been asked for their sentiments on each of the teams or factors. The VERTICAL line is the team or factor that is being OBSERVED. To understand how each team sees other teams or factors in the organisation - read HORIZONTALLY. To understand how each team or factor is seen by others - read VERTICALLY. The observer Look for patterns in the Sentimetric Heatmaps™ - relationships between healthy and unhealthy factors can be insightful. A team sees arelationship as healthy, while the work is unhealthy, will say a lot about the management of that relationship. Similarly, there could be links between the health of workflow, people and work management. It's all in the patterns. BIZHEALTHCHECK.BIZ © Copyright BizHealthCheck Ltd 2016 THEHEALTH OFPEOPLE MANAGEMENT VALUES Organisational values are present and meaningful to each person. JOB DEFINITION Each person has awritten description of their job and is clear about what is expected of them. FEEDBACK Each person receives regular feedback on how they are doing against expectations. L&D Each person has apersonalised learning and development plan that is being actioned. THEHEALTH OFWORK MANAGEMENT BEST WAY The best way of executing job functions is documented, used, shared and easily accessible. RESOURCES All of the resources necessary to execute job functions are available. INDUCTION The best way of fulfilling expectations is used to induct new hires into the organisation. IMPROVEMENT Process measurements are used to enable continuous improvement. THEHEALTH OFTHE MOTIVATING FACTORS MASTERY Work challenges people, encourages them to reach a little, and encourages them to grow. AUTONOMY People have control over various aspects of their work, whether its deciding what to work on, or when to do it. SENSEOF PURPOSE People see a larger objective than just achievingproductivity targets, than can connect them to the people that benefit from their efforts. HAPPINESS How happy people are in the organisation. The subject UNHEALTHY HEALTHY H OW T H E SALES T EAMS SEE T H E H EALT H OF W ORK AN D PEOPLE MAN AGEMEN T H OW T H E SALES T EAMS SEE T H EIR MOT IVAT ION , H APPIN ESS AN D LEADERSH IP
  6. 6. We take away your pain… It’s a way of healing… By understanding what is causing the pain… And creating tightly defined change projects... To take the pain away.
  7. 7. It’s what energises us… And we repeat this with our not-for- profit partners… By using the same tools... The same people... And a portion of our profits... To make not-for-profits more effective in delivering their services.
  8. 8. We could run a pilot project in your organisation… That will show you where any pain exists... And have the results to you within 3 weeks! Then we could decide whether we want to have a deeper, more meaningful relationship. How we could ease your pain…
  9. 9. A global community of Thought leaders Organisation leaders Indie consultants Who collaborate on a platform To make a difference To your community We’re a tribe
  10. 10. Come and find out more Visit us at www.bizhealthcheck.biz Or email alan@bizhealthcheck.biz Applied Medical Example report How the business unit teams see The health of The health of The health of the The health of the health of their workflow work management people management motivating factors leadership SalesNorth SalesEast SalesSouth SalesWest BESTWAY RESOURCES INDUCTION IMPROVEMENT VALUES JOBDEFINITION FEEDBACK L&D MASTERY AUTONOMY PURPOSE HAPPINESS CUSTOMERS COMMUNICATION VALUES ENABLINGWORK DOASTHEYSAY COMMERCIAL Sales North -18. 7 -50. 0 -40. 0 -28. 1 Sales North -68. 4 -103. 4 -52. 7 -79. 4 Sales North -27. 3 -50. 0 -61. 6 -73. 6 Sales North -50. 0 -60. 0 -80. 0 5.3 Leader One 6.0 6.0 5.0 5.0 6.0 6.0 Sales East -53. 1 -38. 5 -103. 5 -39. 1 Sales East -103. 2 -210. 8 -119. 9 -151. 5 Sales East -82. 9 -77. 8 -95. 9 -50. 0 Sales East -70. 0 -80. 0 -90. 0 4.8 Leader Two 6.8 7.0 6.0 6.6 6.6 6.8 Sales South -112. 0 -174. 5 -60. 0 -119. 0 Sales South -147. 9 -197. 3 -130. 1 -179. 7 Sales South -89. 1 -127. 8 -131. 3 -155. 5 Sales South -30. 0 -60. 0 -110. 0 5.5 Leader Three 8.0 7.0 5.0 6.0 7.0 8.0 Sales West -50. 0 -31. 7 -84. 4 0.0 Sales West -50. 0 -82. 9 -98. 0 -225. 8 Sales West -45. 6 -52. 6 -68. 3 -118. 3 Sales West -40. 0 -70. 0 -60. 0 5.6 Leader Four 7.3 7.3 5.0 6.3 7.7 8.3 Leader Five 7.3 7.5 7.8 7.5 7.3 7.5 Leader Six 4.0 4.0 4.0 3.0 5.0 5.0 and the health of their relationships Leader Seven 1.5 1.5 0.5 3.0 0.5 1.0 SalesNorth SalesEast SalesSouth SalesWest Sales North -16. 0 -50. 0 -70. 0 -26. 3 Sales East -29. 5 -74. 3 -81. 7 -85. 8 Sales South -83. 6 -119. 4 -28. 2 -98. 3 Sales West -50. 0 -31. 7 -84. 4 0.0 H OW T H E SALES T EAMS SEE EACH OT H ER There are two views:the health of workflow - how the work well work is 'happening';and the health of the relationships - how well the teams are getting on with each other. THEHEALTH OFTHELEADERSHIP The health of the leadership considers how leaders in the organisation are beingseen to behave. CUSTOMERS How they deal with internal or external customers. COMMUNICATION How they communicate what is going on. VALUES How they demonstrate the organisation's values. ENABLING WORK How they enable the team to work effectively. DO ASTHEY SAY How they deliver on their commitments. COMMERCIAL How they manage the commercial aspects of their role. Sentimetric Heatmap™ report The Sentimetric Heatmap™ gives an overview of the main health factors in the organisation: • Relationships within and between teams • Workflow within and between teams • People Management • Work management • Leadership • Motivation • Happiness Our definition of health is the combination of importance and effectiveness,in the eyes of each respondent. So it’s an internal view of how well things are going,with the intention of asubsequent more robust investigation. We should use the information in the Sentimetric Heatmap™,not to give an immediate understanding of how the business can be improved, but to begin to identify the areas where we need to focus more closely. SO W H AT N EX T ? If you feel that you want to understand why any 'hotpsots' of ill- health may be occuring then we suggest that you undertake adiagnosis of the business unit using our BHC:Diagnosis methodology. See www.bizhealthcheck.biz for more details. BIZHEALTHCHECK The Sentimetric Heatmaps™ consist of cells that indicate health in a gradient, from healthy to unhealthy. We're most interested in those factors that are highly IMPORTANT but INEFFECTIVE. These are the most unhealthy. But we're also keen to know what is working welll. The factors that are IMPORTANT AND EFFECTIVE. These are the most healthy. THEHEALTH GRADIENT READING THESENTIMETRIC HEATMAPS™ The Sentimetric Heatmaps™ are a matrix of relationships. The HORIZONTAL line is the observer - the person that has been asked for their sentiments on each of the teams or factors. The VERTICAL line is the team or factor that is being OBSERVED. To understand how each team sees other teams or factors in the organisation - read HORIZONTALLY. To understand how each team or factor is seen by others - read VERTICALLY. The observer Look for patterns in the Sentimetric Heatmaps™ - relationships between healthy and unhealthy factors can be insightful. A team sees arelationship as healthy, while the work is unhealthy, will say a lot about the management of that relationship. Similarly, there could be links between the health of workflow, people and work management. It's all in the patterns. BIZHEALTHCHECK.BIZ © Copyright BizHealthCheck Ltd 2016 THEHEALTH OFPEOPLE MANAGEMENT VALUES Organisational values are present and meaningful to each person. JOB DEFINITION Each person has awritten description of their job and is clear about what is expected of them. FEEDBACK Each person receives regular feedback on how they are doing against expectations. L&D Each person has apersonalised learning and development plan that is being actioned. THEHEALTH OFWORK MANAGEMENT BEST WAY The best way of executing job functions is documented, used, shared and easily accessible. RESOURCES All of the resources necessary to execute job functions are available. INDUCTION The best way of fulfilling expectations is used to induct new hires into the organisation. IMPROVEMENT Process measurements are used to enable continuous improvement. THEHEALTH OFTHE MOTIVATING FACTORS MASTERY Work challenges people, encourages them to reach a little, and encourages them to grow. AUTONOMY People have control over various aspects of their work, whether its deciding what to work on, or when to do it. SENSEOF PURPOSE People see a larger objective than just achievingproductivity targets, than can connect them to the people that benefit from their efforts. HAPPINESS How happy people are in the organisation. The subject UNHEALTHY HEALTHY H OW T H E SALES T EAMS SEE T H E H EALT H OF W ORK AN D PEOPLE MAN AGEMEN T H OW T H E SALES T EAMS SEE T H EIR MOT IVAT ION , H APPIN ESS AN D LEADERSH IP

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