By Godwin GADUGA (Dr)
Organisations fall prey to chaos because they either haven’t recognized, or created, or invested in the fundamental conditions that are at the core of exceptional performance in organisations.
Without a doubt, every outstanding organisation I have studied embraces these four conditions; empathy, clarity, big-picture thinking, and empowerment.
How does this tie to organisations, whether commercial, non-commercial, or government? The above four conditions are not only fundamental requirements for exceptional performance, but I have also realized that the degree of chaos in organisations is directly proportional to the degree to which the organisation lacks these conditions.
Thus the reason why history keeps repeating itself in terms of improvement methodologies and business performance is that organisations lack the building blocks to successfully apply the principles and tools required for long-term results.
In other words, the lack of these conditions is the root cause of the chaos that cracks most organisation’s foundations, which leads to lackluster performance despite the best efforts.
Value of empathy for business growth
Empathy development is a topic that doesn’t come up very often in the business world, but I think it should. Understanding is at the heart of empathy. It’s the ability to put oneself in another person’s shoes, to comprehend another person’s ideas and feelings. But empathy isn’t only about feelings. It all comes down to action.
No two people will have identical experiences, sensations, or sentiments. The goal is to get as close as possible by putting our prejudices aside and attempting to realize how others think and their needs and desires.
Empathy in the workplace can take various forms. It is sometimes overlooked or undervalued in the job, and this is understandable; after all, when you work, you often rely on statistics and facts, not emotions. I have found that empathy is a skill that can be cultivated by honing one’s communication abilities.
But a lot is riding on our ability to listen and comprehend. To genuinely understand each other, we need empathy. It stands to reason that if we take the time to truly get to know and understand people, as well as what inspires them, we may be able to better communicate and interact with them.
To be innovative and competitive in business, empathy is essential. In a broad sense, developing an empathic approach helps in connecting and establishing an environment of interest, allowing other people to feel heard and welcomed. We may be able to better foresee and focus our attention on highlighting employees’ wants by listening to all viewpoints without passing judgment and picking up fresh ideas to promote change.
Understanding emotional currents and power dynamics among people to determine who influences decision-making processes can also favour the circulation of ideas and initiatives.
I have discovered that those who fail to form strong bonds with their co-workers often do not feel like they are a part of a winning team. People may find themselves carrying out the tasks that have been assigned to them with a lack of enthusiasm. This can be a bad attitude for both the employee and the company, and I believe companies should pay attention to the gratification of employees.
Clarity in the workplace and why it matters
Confusion within an organisation is akin to driving without a map. Without a clear direction and understanding of roles and responsibilities, employees can find themselves lost in a sea of uncertainty. This lack of clarity not only hampers productivity but also diminishes morale and innovation. In essence, confusion becomes the enemy of progress.
Clarity in the organisation refers to the extent to which employees understand their roles, responsibilities, and the organisation’s goals and expectations. It encompasses clear communication from leadership, well-defined job descriptions, and transparent processes. Clarity ensures that everyone knows what is expected of them and how their work contributes to the organisation’s success.
The significance of clarity
Clear expectations and accountability
Clarity sets clear expectations for employees, which is crucial for accountability. When employees know what is expected of them, they can take ownership of their tasks and responsibilities. This understanding fosters a sense of accountability, as individuals know exactly what they need to deliver and how their performance will be measured.
Reduced ambiguity and stress
Ambiguity in the workplace can lead to confusion, errors, and increased stress levels. Clear communication and well-defined processes help eliminate uncertainty, allowing employees to focus on their tasks with confidence and precision. Clarity reduces stress and creates a more positive work environment.
Enhanced Performance and Productivity
When employees have a clear understanding of their objectives and how to achieve them, they can perform their tasks more efficiently. This leads to higher productivity, as time is not wasted on unnecessary clarification or corrections. Clear goals also help employees prioritize their work and manage their time effectively.
In conclusion, clarity is a powerful tool for driving organisational success. By setting clear expectations and accountability, reducing ambiguity and stress, enhancing performance and productivity, and improving decision-making, clarity can transform your workplace. Achieving clarity requires clear communication, defining roles and responsibilities, providing clear goals and objectives, fostering a culture of open communication, and offering training and development opportunities.
Investing in clarity not only enhances individual and team performance but also propels the entire organisation toward achieving its strategic goals. The return on investment for achieving clarity is clear: higher productivity, increased employee engagement, and stronger organisational alignment.
The big-picture thinking for organisational success
It is easy to get lost in the day-to-day challenges and lose sight of the bigger picture. Yet, leaders who practice Big-Picture Thinking can navigate uncharted territories, see potential obstacles before they arise, and define possible outcomes for their teams and organisations. This type of thinking is essential for long-term success and adaptability.
Big-picture thinking is the ability to step back, view a situation from a broader perspective, and understand how all the pieces fit together. This is not just about having a vision—it is about seeing connections that others might miss and understanding how today’s decision will impact tomorrow’s outcomes.
Leaders who engage in big-picture thinking don’t just focus on immediate goals but consider how external factors, industry trends, and internal capabilities all interact. This approach allows them to anticipate change and prepare their teams for the future.
A great example of big-picture thinking comes from Apple, a company renowned for its forward-thinking strategy. When Apple launched the Apple Watch, they collected market feedback and realized that many users were focusing on health features. This insight prompted Apple to reimagine the Health app, making it a powerful tool for patients and healthcare providers alike.
By adjusting their approach based on user data, Apple was able to improve the customer experience and carve out a niche in the healthcare industry. This move not only solidified the Apple Watch’s value but also positioned the company to play a role in a rapidly growing market.
Big-picture thinking is not just a skill—it’s a mindset that allows leaders to navigate complexity with confidence and clarity.
Empowerment as a promoter of organisational resilience and effectiveness
Empowerment is not just a motivational tool, it is a strategic one. It grants people the authority, autonomy, and resources to make decisions, take action, and solve problems that impact their work and goals. This leads to a more resilient, adaptable, creative, and committed workforce.
Empowered individuals can contribute to the bottom line by enhancing productivity, quality, customer satisfaction, and profitability. According to a Gallup survey, companies with high levels of employee empowerment have 50% higher productivity, 44% higher retention, and 70% higher customer loyalty than those with low levels of empowerment. This data underscores the significant benefits of empowerment in organisations.
Empowering people is the key to organisational resilience and effectiveness. Empowered people are more motivated, engaged, and productive and can better cope with change, uncertainty, and complexity. Empowered people can also drive innovation, customer satisfaction, and profitability for the organisation. Empowering people is a complex and ongoing process.
It requires a clear mission, competence, capability, and support from the organisation. It also requires a culture of trust, clarity, and learning, those values and respects people as the organisation’s most critical asset. Empowering people is not a choice but a necessity for any organisation that wants to survive and thrive in the 21st century.
In conclusion, the four conditions provide a solid foundation for all the other aspects of outstanding performance. Over the years, I have studied organisations frustrated at their failure to achieve excellence and concluded that we cannot build capabilities such as problem solving, resilience, strategic thinking, etc, on a cracked foundation. As we embrace these conditions and work on them, our capabilities will evolve naturally.
Dr. Gaduga is a Lecturer and a staff member of Amissah, Amissah & Co., a firm of Legal Practitioners and Notaries Public.
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