A High Performance Organization is one in which there is tremendous alignment among and commitment by the team members. And as a result this motivated team is able to achieve superior results. The level of collaboration and innovation they demonstrate is remarkable.
There are many characteristics of the culture which allows such teams to be high performing. And when they set out to drive change and make improvements it is those cultural characteristics which allow them to succeed.
Continue reading “Ground Rules for Creating a Game Changing High Performance Organization (HPO)!”
By Tony Giovaniello, President, Economic Development Corporation of Shasta County (linkedin.com/in/giovaniello)
The world is changing due to economic, monetary and politic resets. First, the economy in the US seems to be improving. We can see it our local businesses and the purchasing habits of our communities. We even see charitable contributions on the upswing, not just from the higher income groups, but across the community.
Economic development organizations are seeing more site searches both domestically and from foreign investors. Companies are looking at how to best position themselves related to monetary policy, import/export regulations and tariffs, taxation, and political activities in various places in the world as they relate to stability and economic growth.
Organizations that are either considered high performing or who aspire to become high performing understand that their employees are their greatest asset. A company can only achieve its overall objectives if their employees are aligned, on board and driving toward those goals.
At its core your employees understand how well or how poorly the day-to-day processes in your company run better than anyone else. They also have tremendous ideas on how to improve those processes, how to improve your metrics, and how to achieve your objectives.
So how do you tap in to that intellect, unleash those ideas, and empower your employees in an organized and efficient manner? How do you get your finger on the pulse of what is on your employee’s minds?
Continue reading “Unleash Your Employees’ Ideas to Truly Change the Game!”
When you embark on driving any kind of Game Changing Transformation you will most likely also need to change the Culture. As the saying goes, “the definition of insanity is doing the same thing and expecting different results”. So in order to get different results you may have to break through barriers and drive different behaviours from what are inherent in your current Culture.
Your organization is an ecosystem of policies, practices, processes and procedures that are the result of decisions, beliefs and behaviours. Over time much of this generally gets accepted as the way it’s always been done and is not open to challenge or to change. Therein sacred cows, whether real or perceived, can become obstacles to making the changes needed to derive different results from the status quo.
So how do you change your Culture to achieve Game Changing results?
Continue reading “9 Characteristics of a Barrier Busting Culture!”
The Retail company I had just joined was undergoing a massive transformation. Fundamentally the new merchandising strategy was to curate a dramatically different set of products from that which was carried historically, but in addition to what was carried historically.
This meant that an enormous number of the business processes had to be transformed to support the new product set because management of the new merchandise required much different capabilities in all aspects of running a retail company. Not only did this transformation require new capabilities but it also required improvements to productivity and efficiency throughout the company. And overall this meant a need for cultural change.
I decided that I would introduce Lean process improvement techniques to this company.
Continue reading “Introducing Lean In Retail … Start in the Backroom!”
You have determined that something has to change in your company! Customer satisfaction may be low. Employee morale may be in the dumps. Financial results and operating performance may be falling far short of your objectives.
Or maybe you don’t have any of these problems. But you view that your company is performing well now yet it is not well positioned to go to the next level and be successful in the future.
Or it could be any combination of these pressures. Whatever the reason, you have come to the realization that the culture of your company must change to get the results you need!
Continue reading “Do I Have Your Attention Yet? Driving the Need for Culture Change!”
“We have to make a decision. We only have enough cash to either pay our employees or our suppliers next week, but not both.”
Wow! This was what my Controller just told me. We had just acquired another company. The decision was made to operate it at arm’s length from the parent company. And this meant that we had to fund the operation with our own cash, which was at a dangerously low level.
Neither option that the Controller just mentioned was palatable. We needed a strategy to tackle the immediate cash shortfall and to then create a strong cash position moving forward.
We had the Call to Action! This would prove to be my first real lesson in Cash Management which could not have been made more intense and immediate!
Continue reading “Cash Is King! Creating a Culture Focused on Money Management”