Building Positive Safety Cultures.
Are your people still getting hurt?
Building Inclusive Workplaces.
Struggling to realise your DEIB strategy?
What does a thriving organisation look like?
By WhyNot Partnering
revised on 3rd December 2020
We call organisations where people thrive why-based organisations. In order for people to thrive, they have to be working on things that really matter to them.
These organisations know their Higher Purpose.
Their Higher Purpose identifies the unique contribution the organisation makes in the world, that no one else provides and which would be missed if the organisation didn’t exist. Also, the impact this has on other peoples’ lives, their customers, suppliers and staff. When you can answer these questions, you know you’ve got your Company’s Higher Purpose.
The way to unleash performance is by connecting everyone passionately, viscerally and emotionally to their Higher Purpose. Leading from this place will require leaders at all levels of the organisation to take on new ways of leading, themselves and others to develop the necessary new skills in new ways of working.
The four foundational attributes of a Why-Based Organisation:
- Start with Why
Why-Based Organisations are clear and grounded in their Higher Purpose. This is a source of inspiration for clients, employees and stakeholders. The greatest organisations and companies that endure over the long-term have a Higher Purpose that goes beyond short-term production or economic goals. - Lead from the Heart
The one thing that makes a leader is having a follower. They admire leaders who care for them, not only as employees, but as people. Bob Chapman, CEO of Barry-Wehmiller, says in his book, “Everybody Matters,” ‘Business can change the world if it takes responsibility for the lives entrusted to it.’ - Engage Everyone
High engagement organisations are more productive, profitable and safe. Why-Based Organisations create a healthy environment where trust, integrity and empowerment are all preached and practiced. - Develop Constantly
These organisations constantly grow, develop, shift and adapt to changing conditions in the marketplace. Focusing on people as the solution, the best companies unleash their strengths and thus can overcome the most challenging circumstances.
If our aim is to create such an organisation, what are the implications on how we organise ourselves or how do we determine what needs to change?
Once we have communicated our Higher Purpose clearly and effectively so that everyone is connected in a powerful and personal way. It acts as a North Star for everything that occurs in and around that business. It provides a guide for decision making and what policies and procedures should be in place. It is then easy to look at all the organisation’s strategies, values and plans. Also, their ways of working, the products and services that they offer to the outside world.
At WhyNot we check everything that is being done inside the organisation is in line with their Higher Purpose using an Integrity Audit. We find that somethings need to be stopped, others reshaped, some accelerated and some new things started. The guidance from the Higher Purpose enables these decisions to become clear.
This is illustrated in this short article. The Goosebumps Test
Here’s the real win when you do this for your team, department, or organisation You get to manage less and lead more. You don’t need to check up on people so much, as they are clear about what’s important and in which direction, they are all heading. WhyNot has found that decision making can be passed lower in the organisation to those closer to the action.
When we look at how we employ people now, there is a lot of management, rules and policies. These are not sourced from enabling people to be the best they can be, instead it ensures that they comply and follow the rules. Imagine what it would be like if we all knew the Higher Purpose we were working towards. Inviting people to join us who believed in what we do and designed the rules and policies to unleash everyone to do their life’s work. What would that make possible?
When people feel safe, they bring their full genuine selves to work enabling them and their organisation to thrive.
To continue the conversation of how to start to create these types of organisations give us a call!
