Six Building Blocks For Organizations To T.H.R.I.V.E. In The New Normal
Public Service Coach (Singapore) and Deputy Chief (Industry & Organization Transformation), SportSG.
As the war with Covid-19 wears on, fatigue has set in for a lot of people. Within the workplace, organizations need to consider how to keep their employees motivated and how a coaching-centric culture might inspire their staff to replenish and renew their energies as they take on the challenges of a Covid-19-endemic world. There is an urgent call to redefine the notion of mental wellness in the workplace, and as leaders pivot and transform their businesses to emerge stronger from the pandemic, here are six ways they can coach teams and individuals to T.H.R.I.V.E. in the new normal ahead.
True Calling And Healthy Growth
T is for true calling, and H represents healthy growth. True calling is being clear about your purpose, and purpose directs decision-making and goals by guiding the use of finite resources. Purpose provides meaning and answers the narrative for why we exist. It is a self-organizing mechanism that stimulates goals, manages behavior and guides collective endeavors. Instead of prescribing behavior, purpose offers guidance in a certain direction, not dissimilar to a compass that guides a navigator.
Healthy growth in the workplace requires specific interventions in organizational learning. This is underscored by investments in core capabilities to expand capacity and being more generative in the way employees think and make decisions. Growth in organizations can be measured by the extent to which they deal with complexities in the new normal. Corporate competence in internalizing perspectives and skill mastery are essential, which allows for better management of systemic interconnections, resulting in deeper system thinking at the corporate level.
Organizations provide clarity of purpose by being systematic in defining their mission and vision in the new normal. Every enterprise needs to reignite resonance in their staff and customers by emphasizing why it exists and what outcomes it can deliver. This needs to be relevant, timely and instill confidence in stakeholders through an articulation of how it will get there and what strategies will be deployed. As organizations experience healthy growth while remaining true to their calling, they generate trust and goodwill for sustained high performance.
Resilience Building And Inspiring Motivation
R is for resilience building, and I stands for inspired motivation. Covid-19 presented unforeseen challenges in the way we work and the dynamics of the future workforce. Resilience is the mental fortitude of teams within organizations to overcome setbacks and not fall into despair. This requires a certain level of gumption and confidence to bounce back from difficult situations. Confidence comes from reinforcing experiences that have been subjected to double-loop learning. This means the learning is extracted, reflected upon and codified. It is then internalized by the organization and shared across teams, so the valuable lessons can serve to motivate other colleagues and inspire them to operationalize the relevant aspects within their specific context.
Inspiring motivation in the workplace is about expressing gratitude for shared experiences that have boosted team learning. It entails working on attitudes and beliefs and aligning them to organizational goals that are made manifest through behaviors consistent with core values. An inspired team generates positive energies that contribute to higher collective thinking and actions. When these efforts produce consistently better results, the team is inspired and the quality of relationships improves, which further motivates them in a virtuous cycle.
Valued Mind And Esteemed Greatness
V is for valued mind, and E is esteemed greatness. These building blocks may not be intuitive at first, but when you consider the benefits of mental litheness and the gains from being able to abandon limiting beliefs, it becomes clear that a valued mind is able to shift from the deficit mindset to one that embraces abundance. Beyond expertise, skills and competence, a valued mind is able to hold the tension between current reality and vision and also balances advocacy and inquiry in generating productive conversations. Organizations can lean on employees with these characteristics to facilitate meetings that minimize bias, accept ambiguity and design for conversations that aim to diverge before they converge.
Finally, the concept of esteemed greatness is affirming the successful adoption of the five building blocks within teams that have delivered high performance, through enriching experiences for team members as well as stakeholders and through fostered organizational learning at every level. The idea of greatness is less about individual distinction and more about having a high regard for teams that have exemplified the virtues of these building blocks and recognizing them for it. You can encourage this undertaking by highlighting teams that have been successful in turning guiding ideas into innovations for the organization, thereby creating new awareness pertinent to the transformation agenda of the organization.
Organizations that T.H.R.I.V.E. are centered on their values and beliefs. They are diligent in creating deep learning cycles for their employees and teams. They grow and flourish in service of shared aspirations, both at an individual level and as a collective in the workplace. Thriving means not being embattled by headwinds and being steadfast in the face of difficult external circumstances while navigating toward the vision. At its core, it means adopting mental models that promote growth and not being caught up in a deficit and scarcity mindset. The common thread for thriving organizations is this: They are mission-oriented and passionately embrace opportunities with optimism. They excel in optimizing the whole rather than being bogged down by the parts by adopting a systems-thinking approach. They are learning organizations at heart and communicate a deep sense of purpose that resonates within and without. Purpose-driven employees form high-performance teams, which in turn build thriving organizations that last.