As a thought leader, author, educator, and change leadership practitioner, I write a weekly article that benefits leaders who want to improve their organizations significantly.
Our focus last week was an overview of the eighteen essential elements of leadership that I had shared in detail for each one over eighteen weeks. I had done a word count of those used in the previous eighteen blog posts and found that the highest numbers were associated with employees. I presented a case for why the workforce should be our central focus. This week, we will examine the following four words: goals, organization, change, and work, the next set of four high word counts.
One way to keep momentum going is to have constantly greater goals. — Michael Korda
Korda's advice aligns with the word combination we are exploring. If we want to improve, we need to develop goals that, through hard work, will lead to the change an organization desires. To achieve our goals, we must engage in mental and physical activities to achieve them. The goals are where the company members will collaborate to accomplish the desired results. When selecting and achieving appropriate goals, the organization can transition to higher levels of efficiency and effectiveness. Thus, goals, change, and work are fundamental aspects that contribute to the success and effectiveness of organizations.
An organization's goals are the roadmap that provides the direction and purpose that guide decisions and actions toward the desired outcome. Well-defined goals will give the workforce a sense of purpose and accomplishment. When individuals understand their roles to achieve the company goals, their morale increases, leading to greater productivity. Tracking the goals is an opportunity to evaluate organizational performance, allowing for an understanding of progress. As the company completes its goals, it is an opportunity to identify areas of improvement and celebrate achievements.
In an ever-evolving and dynamic business environment, the reality is for an organization to develop the capability to adapt. The challenges will come from customer preferences, evolving market conditions, and technological advances. Companies that embrace these challenges must foster an environment of innovation for next-level advancement and a culture of continuous improvement for ongoing evolution. Organizational ability to adopt a flexible mindset will give them more significant potential to manage and navigate the necessary change to respond to unforeseen challenges and embrace opportunities.
Efficient and effective work processes are the engine for achieving initial goals and the subsequent long-term desirable change. Accomplishing these objectives requires collaboration among individuals and teams to complete the work most effectively. There is a need for solid communication to pool resources and skills while facilitating the exchange of information and ideas to take the shortest path to organizational success and to avoid waste of work efforts. The result is that employees find the work meaningful, increasing engagement and satisfaction. Employee motivation and commitment increase through recognition of their contributions which drives success in completing the organization's goals.
Goals, change, and work are fundamental aspects that contribute to the success and effectiveness of organizations. Goals provide a sense of purpose and direction, change ensures adaptability and innovation, and work leads to completing them. These elements create a framework for organizational success in a dynamic and competitive environment.
Leaders who do not see the anticipated change should evaluate the current goals and work processes to determine if they are in alignment, solidly communicated, and inspiring to the workforce. The assessment results should provide areas of improvement to implement that can lead to a new roadmap for achieving desirable results.
I am grateful for leaders who are successful in accomplishing significant organizational transformation. They have shown that while challenging to achieve, there is the potential for others to reach similar success. I am confident that each successful case had a roadmap that aligned all organization members to collaborate to accomplish the goals necessary to realize desirable change.
Next week's blog will look at the success stories of companies that practice altruism, an integral aspect of becoming a humanist manufacturing organization.
To learn more about our work or read more blog posts, visit emmanuelstratgicsustainability.com.
I encourage you to read my book Humanist Manufacturing: A Humanitarian Approach to Excellence in High-Impact Plant Operations. The paperback and eBook versions are now available at Amazon and many other booksellers. You can also view the Humanist Manufacturing Book Launch to gain additional insight into the Humanist Manufacturing framework.
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