In The Four Obsessions of an Extraordinary Executive, Pat Lencioni offers another compelling leadership fable. This time, Pat’s focus is on a leader’s role in building a healthy organization—an often overlooked but essential element of business life that is the linchpin of sustained success.
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The key to successful management is to spot a few things that will make a difference in your organization and then concentrate on doing them. Successful organizations are smart and healthy. A smart organization shows its intelligence in its thoughtful strategies, well-designed products and solid financial infrastructure. Healthy organizations are unified, not splintered by politics and infighting. The model in The Four Obsessions of an Extraordinary Executive is further explored in Pat’s latest title, The Advantage
DISCIPLINE 1: BUILD A COHESIVE LEADERSHIP TEAM
The first and most critical step in a healthy organization is creating a cohesive leadership team that is committed to do the ongoing work of developing and maintaining a high-performing team and mastering the five behaviors outlined in The Five Dysfunctions of a Team.Take the Team Assessment to learn how to create a more cohesive team.
DISCIPLINE 2: CREATE CLARITY
Creating clarity at the executive level is essential to building and maintaining a healthy organization. There are six simple but critical questions that need to be answered, eliminating all discrepancies among team members.Use our Six Critical Questions worksheet to help create clarity on your team.
DISCIPLINE 3: OVERCOMMUNICATE CLARITY
Once a leadership team has become cohesive and established clarity around the six critical questions, they need to communicate the answers to employees over and over again. There are specific communication strategies the leadership team can employ to ensure that messaging is consistent and absorbed by employees.Learn more about the importance of communication.
DISCIPLINE 4: REINFORCE CLARITY
For an organization to be healthy, organizational clarity (the six critical questions) must become embedded into the fabric of the organization. Systems in the following areas need to tie to the six questions: Recruiting and hiring, managing performance, compensation and rewards and real-time recognitionAdd clarity to your hiring process with our Hiring Guide. Add clarity to your meetings with our Meeting Advantage online tool.