Whenever you see an organisation doing something consistently well, you can be sure that there is an effective social system behind it. The social system is made up of both a hard and a soft landscape. The hard landscape is that of meetings, information flows and decision making processes. The soft landscape is to do with behaviours, attitudes, values, respect and commitment.
Effective managers recognise their role in developing both the hard and soft landscapes of the social system – but recognise that it is the soft landscape – the way people and teams work together that really drives culture and performance.
When trying to initiate change, less effective managers work on the hard landscape. They change the organisational structure, replace key people or alter what is measured and rewarded. While such changes maybe necessary, they are NEVER sufficient.
It is the interactions between people that need to be changed, the information flows and the decision making processes. If people are not having the right discussions or behaving in ways that drive values and performance then the managers’ job is to influence them to adopt different ‘value creating’ behaviours.
In most cases this can be done using feedback. In other cases it may require more concerted efforts at coaching for the desired behaviours.
Recognising and shaping the behaviours that drive values and performance is the hallmark of an outstanding manager.
The social system changes and enables the organisation to perform consistently well because managers use mechanisms that ensure that the right conversations happen consistently and frequently. These conversations improve the quality of decision making and encourage behaviours in people’s every day work to accomplish the elusive goal of culture change.
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