Are organisations failing us?
Today’s organisational landscape is more complex than ever before. The compounding effect of new technology, changing markets, economic swings and political upheaval all contribute to increasing uncertainty and turmoil.
Organisations are now networked by an informational spider web that allows us to be connected to the opposite side of the globe in a tweet, key stroke or video conference.
In spite all of this, it appears organisations are becoming less connected, not more. Good customer service is often hard to find.
How often do we have to deal with multiple online portals, help desks or “customer service” representatives to get what we need. We all experience this as customers or as team members working inside organisations. The hierarchy seems to deal with constant problems rather than provide genuine coaching, leadership and support.
Innovation is coming from startups, not established firms.
- A recent Gallup survey shows for the past five years 66% or more of employees are disengaged at work.
- SACS Consulting found that the biggest disengaged group are middle managers, “Middle Managers are the meat in the sandwich. They get neither the gratification of delivery at lower levels of the organization, nor the satisfaction of seeing their strategies carried out at the top”.
- Patrick Lencioni writes, “Silos – and the turf wars they enable – devastate organizations. They waste resources, kill productivity, and jeopardize the achievement of goals... ...Understandably and inevitably, this bleeds over into personal lives, affecting family and friends in profound ways.”
What is old is new again
The field of Human Resources, Leadership Development and Organisation Development has the appearance of an irregular landscape of new and old interventions based on social research, fads, solid science and common sense.
This landscape is populated with many professionals seeking to rewrite or apply these new and old solutions and on occasions creating more grandiose solutions that deliver little real value over those that preceded them. We do know however that all valid solutions deliver some value, they just don’t deliver the transformational change hoped for - Remember when capability frameworks and competency based training was going to transform the world?
We describe these individual solutions as being only “partially true”.
If in this digital age where we all have access to some of the world’s best research and thinking on how to deal with the issues raised above, why are so many organisations struggling to translate what is theoretically known into coherent and practical outcomes?
Cornerstone Integral understands and acknowledges the importance of these thought leaders but recognises that the need to translate these many theories and concepts into practical solutions and interventions is paramount. We pride ourselves on being Thought Translators.
The barrier to achieving enduring change in organisations is not that we have adopted partially true solutions, it’s been our inability to make sense of how these partially true solutions interact and affect each other. As Peter Senge reminds us, all organisations are systems and systems are made up of activities that are linked together to form the system. Partially true solutions are activities that need to coalesce into the system to give effect to the changes sought. The key to success is to understand how we translate proven concepts and ideas into building Organisational Mastery.
What do we need to succeed?
In order to navigate this landscape, we need a compass and a contour map (a framework) that enables us to navigate the landscape by providing simple, meaningful and digestible information. We use the Integral Framework as our contour map and compass to enable us to see how these partially true organisation solutions relate to each other in order to build enduring and effective solutions leading to Organisational Mastery.
The Integral Framework allows us to do this by coalescing the best from the past with new solutions to meet the demands of today and anticipate the needs of the future.
Introducing the Integral Framework – the key to Organisational Mastery
Outside relying on pure luck, the Integral Framework which boasts 4 quadrants and 4 perspectives (similar to a compass that has 4 points of direction - north, south, east and west), is the only valid approach for guiding us through the journey to Organisational Mastery. Organisational Mastery is the key to delivering superior outcomes for all stakeholders who rely on the success of your organisation.
The Integral Framework allows us to describe and select the various interventions that can be designed and/or implemented by senior leader, an internal organisation development specialist or an external organisation development consultant.
Cornerstone Integral applies the Integral Framework approach to all of our interventions including our leadership development programs, structural redesign processes, coaching and mentoring programs, vision and values roll outs, culture change, team building workshops, employee engagement programs, human resources systems and policy design, capability frameworks, reward and recognition programs to ensure we optimise the objective of Organisational Mastery.
Just as a compass orientates us to the ever present concept of direction, the Integral Framework describes the four quadrants that are always present in any sphere of organisation activity:
- Perspective Mastery - The characteristics of how individuals are connected to the organisation
- Cultural Mastery - The characteristics of how groups are connected to the organisation
- Capability Mastery - The capability of individuals within the organisation
- Systems Mastery - The tangible systems, structures and strategies of the organisation and the environment it operates within.
The Integral Framework recognises the 4 perspectives of the individual, the collective, the intangible and the tangible. These perspectives are reflected in the quadrants below.
Accessing the Integral Framework to start working on solutions
All journeys require a starting point and to help you with yours we have some questions that may guide you to thinking about your possible disembarkation.
To assist you in scoping how to proceed we offer an obligation free 3 hour white board session to help you discover the power of the Integral Framework and to help uncover your current and future road blocks, while mapping your entire organisation in a way that you never thought possible.
Call us on 1300 133 550 or complete the form on our Contact Us page to book your session today. One of our experienced consultants will get back to you within 24 hours to arrange a time to begin your unique journey.