Creating a high performing organization, it’s more about how you create one that is the betterment for all. Here are six things you need to consider for creating a great organization.
James Davis says:
The key to a high performing organization is a strong culture. You need to have the basics in place. These basics are Engagement, Satisfaction, Confidence, and Loyalty. If you build the basics, you will find the rest coming into place. You need to think about the value proposition of hard work and performance for your employees, and how your organizational goals can be made to align with employee goals.
Mark Herbert says:
I have devoted the last few years of my career as both an executive and consultant to helping organizations develop and implement fully integrated employee engagement strategies. http://www.newparadigmsllc.com
The results have been impressive including significant improvement in all key performance indicators and ancillary benefit in employee recruitment and retention, savings in health care expenditures, etc. I think the key is that my approach has been systemic rather than systematic. I created a model some years back I call C2C or moving from a compliance model to a commitment model. It works!
Bob Panic says:
The best thing that I have personally done to create high-performing organizations (other than leading by example), is the development of my Kinetic Enterprise Methodology.
The Kinetic Enterprise Method is a proven set of implementable actions and strategies that deliver Kinetic Enterprises, ones that create high performing individuals able to continually evolve with the needs and demands of the client and embrace change. But the creation of a high performers is a top-to-bottom and a bottom-to-top approach and must include every one from the Board of Directors, CEO and executive management to the cleaners! Every aspect of the enterprise, from a holistic view, must me taken into account to create a high performing organisation.
Kenneth Larson says: www.linkedin.com/in/odysseyofarmaments
Vasco Phillip de Sousa says:
Especially in big organizations, each collaborator is assigned to well defined tasks and is not entitled to mind anything outside. Thus, if you aim to obtain a high-performing organization, you must diffuse a collaborative culture which may only be endorsed by the top level: this will progressively go down and afterwards useful insights and initiatives will come from any level even the cleaner’s one. Culture is a necessary condition but is not sufficient: you must set up a suitable organization, workflows and rules underpinned by an information system and various incentives/rewards.
Can’t say it any better than these guys.
P.S. Here’s a more indepth version