Boost staff motivation……. Improve team performance….. Optimise organisational results!

People are the key to performance in any organisation. But, of course, employees do not work in a vacuum: leaders need to ensure all the different parts of their organisation work as well together as possible to support performance. As team and organisation development facilitators, we can assist you with this challenge.

An holistic organisational approach to performance

At Owen Morris we emphasize an overall ‘systems‘ perspective for achieving organisational performance, seeking integration across all the key ‘levels’ in an organisation (e.g. jobs, teams) and all the key capabilities and processes that enable and drive organisational performance e.g. strategy, culture, technology.

Team development

Research indicates that it is the ‘structural‘ elements of a team that are usually most key, for example the team’s purpose, roles, and ways of working. But to make a team really shine, it’s critical also to address a team’s ‘softer’ elements, including team-leader’s management style, relationships between team members and perceived levels of trust, openness and ‘psychological’ safety. At the same time, it’s important to consider the ‘external‘ links and relationships a team has with the rest of the organisation.

We help managers both to establish new teams or develop existing teams. Our approach typically involves both confidential 1:1 discussion with team members and open, collective workshop discussion with the whole team to review issues and shape/agree future action. We also typically make use of one or two psychometric profiling tools (e.g. Belbin, DISC) and we also offer follow-up, more focussed 1:1 coaching support for individual team members.

Senior leadership-team development

Of course, the senior leadership team (the Board and/or executive team) is a key team in any organisation. It’s particularly vital its members work well together (for example, not letting strong egos or functional backgrounds skew objective decision-making) and that they provide strong direction for the organisation, defining key elements like vision, values, strategy and operating priorities.

The CEO plays a crucial role, needing to balance vision and drive with ‘softer’ aspects of leadership like empathy and openness. An external facilitator like our senior partner, Mike, can provide close support to a CEO, including, for example, helping to stimulate open feedback from team-members and challenging of current assumptions or accepted ways of doing things.

Organisational design and development

At the level of the total organisation, several fundamental aspects of an organisation’s ‘health’ and how it functions can significantly influence overall performance. These can be seen as the essential ‘building blocks’ for an organisation and typically include:.

a) Purpose & vision; b) External links & intelligence; c) Strategy: d) Structure; e) Values & culture; f) People & jobs; g) Leadership h) Management systems i) Thinking & Learning j) Change & Innovation k) Technology & Data; l) Governance & Risk; and m) Communications.

We work with an organisation’s board and/or senior exec team to collectively review, assess and discuss all these types of organisational driver and enabling leaders to identify and agree particular areas of opportunity for making changes or improvements. We typically employ a tailored workshop-centred methodology, together with a selection from various HR and OD survey and assessment tools, and, of course, individual or small-group interviews and follow-on coaching and mentoring, if needed.

Focused workshops & coaching for specific organisational issues

As well as helping leaders with the core ‘building blocks’ of organisational design, we can assist with more specific operational themes or challenges, particularly factors that deal with ‘softer’ aspects of leadership. Examples of such issues: managers becoming better strategic thinkers or more future-minded; the organisation becoming more customer-focused; or getting staff and teams to work more collaboratively together.

Like for organisational design, our approach centres around group/team workshops to explore issues and develop fresh ideas, supported, as needed, by other tools e.g. questionaires.

Change management support

We can assist in turning the outputs from team or organisational workshops into firm action. Some issues may just need quite simple action steps. But more complex or strategic issues – for example, transforming an organisation’s culture – will obviously need more extended thinking, consultation or detailed ‘change project‘ planning (with action likely over many months ahead with many contributors).

Naturally, where needed, we can assist in designing or implementing any change project(s). And, of course, as a further part of our change support, we can design and deliver targeted 1:1 or team/group coaching to help with key areas like skill enhancement or changing attitudes.

Contact us

If your organisation is looking to boost the performance of any of your teams or wider aspects of your organisation overall, do get in touch and have a confidential chat with Mike.

Contact us at the office on 01886 881092 or email us via the Contact page on this website.