The Vital Organization begins with a simple premise: If the we’re in a world of rapid change, then we better stop using the Rules of Management created in the 17th Century.
The 3 postcards that every manager needs on the wall today:
The US military uses the term VUCA to frame this issue. In a situation that’s volatile, uncertain, changing or ambiguous, don’t try to follow the status quo.
For over a decade, business leaders have talked about “employee engagement” but the metric isn’t changing.
It’s time to get to the heart of the issue, we need to understand what really drives people to own their work.
Once, competitive advantage came from bricks and patents. In a rapidly evolving market, the only sustainable advantage is through people.
Growing a vital organizational culture isn’t a “nice to have,” it’s the basis of value creation.
Learn more about The Vital Organization
Joshua Freedman
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I’m sorry Joshua, but this tells me nothing. If there is value in what you are trying to say, it didn’t come through, and at the moment, I don’t have the time to dig down into your links. You lost me at “organizational vitality.” There is always a risk when introducing jargon that you expect your audience to understand, and they don’t.
I’ve just finished your book “The Vital Organization”, I found it great! I agree that it’s more usefull to analyse the organizations, with a systemic approach, and find the deep drivers of personal engagement. I’m interested in diving deeper in the Vital Signs process and framework and in the meanwhile, just a question : in the Komatsu case, if the focus on the organizational system brings better answers, why did you use the TVS instead of the OVS? When would be the OVS more appropriate? Thanks for your answer
Hi Nathalie – great question, and thank you! In this case, we used TVS because the client asked us initially to focus on the front-line managers and getting them recommitted. The GM and HRD saw this group as essential for the shift. For OVS to be really effective, need to come back to all the people with the feedback — in this case, in a pretty intense, stressful situation, they thought it was important to start by getting the managers +Vital, then going to everyone else. But in general, you’re right, Organizational Vital Signs would have fit well in the project. In terms of where to use OVS: Did you see the Amadori Case or the Sheraton Case on http://www.6seconds.org/tag/case-study ?
By the way, if you feel so motivated, please share your comments on The Vital Organization on amazon! http://www.amazon.com/dp/B00NKN1U0I 🙂