Organisational shift: The 6 Box Leadership Model
A comprehensive Management Shift towards sustained higher performance is best supported when all elements of an organisational system are aligned.
This cannot be done through a restructure. That is only superficial change. And it cannot be done with individual change alone; this can lead to enthusiastic but misdirected initiatives.
Change at an individual level needs to be amplified at a strategic level, and supported by resourcing and excellence in processes. The most lasting and dynamic change occurs in six dimensions, often simultaneously.
Three are related to people and their experience: Culture, Relationships and Individuals. Three are related to processes and materials: Strategy, Systems and Resources.
This is visually captured in the 6-Box Leadership Model, developed by Professor Vlatka Hlupic after more than 15 years of her interdisciplinary research in organisational development and performance.
The process of developing an empirical testing of this model and underpinning research are described in Chapters 5 and 6 of "The Management Shift" book.
In practice, individuals and teams within organisations go through phases or ‘levels’ when moving to higher performance.
In the section on Individual shift, it can be demonstrated that people move from ‘Lifeless’ to ‘Reluctant’ to ‘Controlled’ in the first three levels; then to ‘Enthusiastic’ and ‘Limitless’ in the fourth and fifth.
Moving from Level 3 to Level 4 is the most significant. When this change occurs across a critical mass of individuals and teams across the organisation, supported by a senior leadership team ensuring optimum resources as well as robust systems and coherent strategy, something transformational happens.
It can be likened to a metamorphosis, from collective passivity to collective dynamism.
We have developed the Organisational Shift Programme to help entire organisation to achieve a shift to the new level of performance, and experience the benefits of collaborative culture focused on people and purpose. Following the organisational assessment, we help our clients develop and implement a specific one year plan to leverage strengths and address weaknesses that would shift entire organisation to a higher level.
Please contact us for more details about this Programme. As a result of this shift, the organisation experiences multiple benefits, virtuous circles, encouraging higher motivation in
turn leading to more success, better performance, innovation and productivity, achieving more with less as well as increasing profit. circles, encouraging higher motivation in turn leading to more success. People are passionate about helping the customers, and helping each other to serve them. Engaged customers tell their friends, cutting the need for marketing expenditure, and so on.
It sounds optimistic, almost idealistic, but this is exactly how the high-performing companies function, as the following testimonies illustrate: (read more testimonials HERE)
“The staff retention rate improved, people become more loyal to the organisation as they appreciated caring culture and would not go to work elsewhere even for a higher salary.”
“New forms have emerged through this process such as informal networked based structure that was imposed over formal structure. This structure gets the work done and enables solving of any problem.”
When organisational culture shifts from Level 3 to Level 4, many benefits emerge, both for an organisation and its employees as they are mutually co-dependent. Some of these benefits include:
Unleashing the potential of team members
Greater level of flexibility
Creating new partnerships
More engaged, motivated and productive workers
Reduced stress and absenteeism
Improved loyalty to organisation due to a caring culture
Increase in profit
Improved customer service
Improved quality and quantity of decisions
Greater level of agility and resilience