organisational-health culture

Source: Unsplash/Priscilla du Preez.

Tom Leary

Improving organisational health: A five-point checklist

Tom Leary
4 minute Read

Just because 2022 feels like an extension of 2021 doesn’t mean we need to stick with old habits — such as neglecting organisational health. A new year gives an opportunity to look critically at better ways of working, decision making and, most importantly, setting up to deliver strategic value.

The events of the past two years have brought health to the attention of boards and executives, albeit often in discrete and narrow ways. Real organisational health takes an integrated view bringing strategy, organisational design and culture together, using a skillful balance of art and science.

The health or wellbeing of each individual can’t be ignored, but it is this skillful integration into the bigger organisational context that brings unique impact and lasting results.

Four warning signs of low organisational health


Executive teams operating as individuals

The first warning sign is when an executive team feels more like a set of individuals. A lack of integration at this level sets the tone for siloes elsewhere. Most pronounced is when strategy build starts with each executive defining their own strategy, then the ‘Head of Strategy’ linking these into one document, with a set of individual KPIs that aren’t shared.

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