Good Ideas |

Systemic Symptoms |

Business Symptoms



At Choice Awareness we have recorded some systemic business symptoms which show-up during many of our consulting projects and place them here for you to gain some initial understanding about the impact to your organization. 

Business Symptoms

  1. Clear Purpose/Existence statements are either absent and/or under articulated throughout the business, units, departments, and individuals. For those defined, there is little current reliance upon them because they no longer apply in real situations within the business and/or individual (i.e. wall sticker statements, performance plans and evaluations are ineffective substitutes, while becoming bankrupt over time).

  2. Active choices system supporting purpose/existence statements are unaligned with uneven commitment of people resulting in loss of high enrollment participation.

  3. Processes are unaligned and/or ineffectively executed against beliefs system. There exists a focus upon critical and highly visible processes, yet many interrelated processes are left without integration (i.e. formal vs. informal, automated vs. manual, etc.).

  4. There are inconsistencies prevalent throughout essential business processes from planning, through implementation and execution.

  5. Faulty communications occur within/among internal and external stakeholders because the language supporting the stakeholder choices system does not match the overall company choices system: individual choices prevail and override especially during perceived stress and/or crisis conditions when challenges/issue/problems arise.

  6. Problem resolutions and process adaptations are not pegged to systemic choices system and therefore ineffectively adjusted.

  7. Unpredictable outcomes prevail with inconsistent measures for tracking and reporting excellence.

  8. Team and Individual heroics characterize success, and are not scalable because of the subsequent problems.

  9. Singular unaligned language and behaviors undermine productivity, demoralize people and thwart success.

(Wisdom Sidebar): When reading each item, ask yourself if it is possible that any of these conditions occur within your organization? How were you able to notice it happening? How many people in your group recognize these conditions beside you? Have they ever brought them to your attention? What does it mean to your productivity, the morale of your people and your customers and clients? What would your vendors say about you?

We further recommend you spend time reading the "Rise of the Caring Industry" (see below at the bottom of the page) to ponder what has occurred in our society these past fifty years - we bet that you will notice similarities in the manner and ways in which people communicate inside your stakeholder groups.

If you concur that people are the primary assets of your business, what kinds of actions, words and processes would you need to put into place to allow your people and other stakeholders to prosper and contribute at high levels of participation?

You may take the systemic symptoms and place the word "What", "Which" or "How come Our" to begin the sentence and it now becomes a question you can ask yourself, your employees and other stakeholders.

Be prepared to be open for new ideas with their feedback - you may be pleasantly surprised with what shows up for you...

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See the next in the series of Good Ideas - Systemic Symptoms Pages to gain an understanding of Personal Symptoms by clicking Learn More...
 

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BEST REGARDS and Thanks for considering us.

If you find anything particularly compelling or insightful, or you are left with a sense of high energy, please feel free to send us your impressions and any comments you wish to make about these statements. We look forward to getting your feedback, and please Contact Us with what you experienced from our services and products.

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The Rise of the Caring Industry, Hoover Institute Stanford University, Policy Review #161. “The central issue is the level of unhappiness and loneliness experienced by individuals in our culture”.

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