Organizational Excellence

“All organizations are perfectly designed to get the results they get.”

Most organizations face stiff challenges in today’s marketplace. Changing demographics, new technologies, aggressive competition and sophisticated consumers demand that organizations constantly improve the way they do business or face extinction.

Too many organizations respond to these challenges by trying to do what they have done in the past. Those that thrive welcome change and renew themselves by aligning with current and future realities.

At Triangle Performance, we believe the words of Arthur W. Jones in the quote above illuminate the path to organizational effectiveness. Improving performance requires transforming your organization. It’s not simply improving results, no matter how significant. Organizational Transformation is about becoming a different organization, not just a better one. It’s change on steroids… that “step-change” that leapfrogs an organization into an entirely different—and better—place.

To fundamentally transform an organization, new leadership performance must be embraced in order to better understand and address challenges and interpret business movements.

How do you get there?

At Triangle Performance, we have found transformation needs three key elements to succeed:

1. A clear direction – With equally clear expectations and specific goals. If you don’t know—or can’t clearly articulate—where you’re going, don’t expect to achieve lasting results.

2. An engaged workforce – Massive quantities of discretionary effort will be required, and the ability to discern positive directions without incessant oversight. That only comes from a workforce willing and able to do the right thing for the organization, with or without your immediate presence. This includes culture, structure, and processes working congruently in support of the “clear direction” mentioned above.

3. Changed leadership – Changing a culture must start with its leaders. That’s just the reality. Leaders capable of moving the proverbial needle closer to transformation must first transform themselves, focusing less on operational leadership and more on focusing on flexibility, collaboration, and “collective” leadership.

Triangle Performance works with its clients to bring about the transformation and results necessary to compete and win in today’s economy. To learn how we can help you, call 281.257.4442 or click here.

On Organizational Effectiveness…

The Principle of Before

--Or, give before you get (Adapted from an earlier article) So, a physicist, a preacher and an Iman walk into this bar... Though that has all the makings of a great joke (appropriate apologies to those easily offended), I just wanted to highlight the diverse uses of...

Pay Raise: I’m Thinking of a Number between 1 and 10

--  Yours may be "0" Picture the Amazing Kreskin with an envelope pressed against his forehead (if you’re wondering “who the hell…” ask someone old). We’ve all seen the surveys. “3.0% pay increases again this year.” Even we at Triangle Performance used to do one...

Diversity in Tech: Dudes, you’re failing!

Warning: Fairly lengthy article, something of a rant, and I’m going to say “bullshit” quite a few times. Buckle up, buttercup… In Guy Kawasaki’s book, Reality Check, he claims “Silicon Valley is a meritocracy like nowhere else.” Bullshit. Look at the lack of women,...

Delegate Your Way Out of the Trenches!

Leaders have got to get better at delegating. Intentional leadership takes time, and there are already plenty of demands on the 24 hours we have. Our jobs certainly aren’t getting easier, and I’m betting that most of your day isn’t consumed by core leadership tasks...

Contact Center Leadership

The Unicorn of Continuous Improvement  -- Two steps forward, two steps back…  Continuous Improvement… the unicorn of any contact center. Yeah, I know. Continuous Improvement is the wonder child of any measurement-driven organization. The Holy Grail. It’s how we make...

You’re Not Leading… If They’re not Following

Thought I’d keep it light this month. It’s possible someone told me I’d been a little preachy lately… but what do they know? How do you know you’re leading? What do you measure? What do you look for? Consulting the great Google oracle, it looks like 73,300,000 people...

What’s Wrong With Me?

… never mind, I already know. I’m gonna try to keep this upbeat, but the underlying issue is sad… and oh so preventable. So many of your employees have these 8-track tapes running in their head that say things like “what’s wrong with me?” “I screwed it up, again” and...

Anchors Aweigh

… what’s dragging your team down? Last week, I had a great conversation with an old boss (and friend) of mine who’s known me for 3+ decades. As I was standing in the lobby of his building, I read the press release about his being named as CEO of the Year by the local...

Let’s Talk

--aka: Communication for Dummies Sometimes, I just plain suck at communicating effectively. If you doubt me, ask my wife, my girls, my best friend Kevin, or any of the bosses I’ve worked for in the last 40 years. If you take a quick minute to reflect, you probably...

HELP!

-- I hate to ask, but… “Can I do something to help?” “No thanks; I’ve got it.” Sound familiar? At the office? At home? Yes, that short conversation takes place millions of times every day across this country in the workplace, in stores, in the kitchen, between...

Competition vs. Collaboration

- "Can we all get along?" Rodney King III Late in my Air Force career, I had the great fortune to command a fantastic group of diverse, talented Airmen. The only downside was that we lacked sufficient personnel and resources to be fully capable of executing our...

Low Employee Engagement Isn’t the Problem…

  -- Low leadership engagement is. Not long ago, I received a request for comment about employee engagement being at a record high. That seemed like an odd request, since almost everything I’ve read in recent memory was lamenting dismal engagement survey results....

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