In addition to many of the key attributes that organisations have in place (such as a clear strategy, a sound business model, great people and efficient processes), we have noticed that thriving organisations have six other attributes that enable them to facilitate constant development.

1. A North Star in service of their Higher Purpose, their Why

They have a powerful connection to a vision of the future, which acts as the North Star for all decision making. This vision acts as a daily visceral connection to the future that everyone is bringing into existence and it’s so powerful that everyone can see their contribution inside of it.

When the vision is so clearly articulated and communicated, we say the organisation is ‘moving forward from the future.’

2. Recognising and Adopting People as the Solution

There is no clear, linear path to the full understanding or resolution of an adaptive challenge. Once the organisation unleashes the energy to deal with an adaptive issue, you cannot control the outcome. There is rarely a simple solution and past experience and expertise is often of little use.

No individual has all of the answers, but give the work back to the people and you may just find some answers in all of that knowledge and talent that you have throughout your organisation.

There is unlikely to be a ‘silver bullet’ action that resolves an adaptive challenge, but more likely to be several things you can try to see if they have a positive impact and some of these will not work.

For this reason, it is important to create an environment where your teams are willing to experiment, learn and potentially fail.  See your people as the solution and you will have a much better chance of addressing some of your deeper, more complex adaptive challenges. 

3. Looking Outside as well as Inside

Organisations that are developing constantly are always looking outside for new ideas, trends and what they can learn from others. It is only when they have done this that they can then look internally at how they are currently organised.

The question they then ask themselves is: ‘Are we organised in the best way to deliver our Vision and fulfil our Higher Purpose?’ If there are areas where this is not the case, then action is taken.

Note: This is completely different from simply looking internally and improving your internal processes. There is little doubt that it wouldn’t have mattered how efficient the Swiss watchmakers of the 80s were… it would have ultimately made little difference to their fortunes in the face of advancing technology.

4. Operating with No Fear

It is well known that humans cannot be creative, innovative or indeed productive, if we are in a state of fear. Biologically and mentally, when fear kicks in, our bodies shut down non-essential functions and focus on survival. When in a work environment, we simply ‘keep our heads down’.

Organisations that develop constantly know this and create a safe environment where people feel secure, valued and cared for, resulting in people being willing to admit when they don’t know something, as well as trying new ways of working.

5. Embracing the Power of Relationships

Organisations that develop constantly understand the power of relationships and trust, how important it is to relate to people to drive wholehearted contribution and build the sort of relationships that you would experience in a healthy environment, one of caring for, and looking after, every person in the team.

As Bob Chapman says in Everybody Matters: “The more we combine work and caring, the more fulfilled we will be and the further we will collectively advance.”

Inside Why-Based Organisations, honest feedback and coaching is sought and given, driven by the mutual desire for everyone to thrive.

6. The Balance of Challenge and Support

Why-Based Organisations have a healthy balance of challenge and support. Performance is expected and sought, people take on challenging goals knowing they have a supportive environment and working in this way is going to be exciting, inspiring and empowering.