An organization that manages its own development

What is an organization? A number of definitions include phrases based on or referring directly to "a set of people, individuals." The sense of community has become a cornerstone of civilization. The same is true in professional work. People seek opportunities to exchange ideas with other employees with whom they share a similar or the same industry, company, team. They exchange experiences, discuss theoretical issues, practice and share concerns. They talk to each other in all sorts of ways, from chat rooms on websites to informal gatherings of company leaders.

In organizations that want to manage their own development to the maximum extent possible, leaders often meet and discuss current and future problems, analyze plans and the degree to which they are being implemented, and look for new paths. Experience-sharing groups are formed in companies to help managers overcome daily challenges. Unfortunately, our companies are not always in the phase of "healthy" managed development. There are many where over-control, command and "manual control" are the order of the day. This leads to delayed responses, learned helplessness and a lack of flexibility on the part of employees. The organization then fails to develop, or the cost of that development far outweighs the sense of benefit.

One of the keys to success in building an organization that consciously monitors its development is creating the right culture. The ability to put the right values and attitudes into practice, to create and implement the right norms and standards of work, become an essential capability for all managers, coaches, trainers and other business advisors. There are many ways to create a culture in a company where employees feel safe, take responsibility, and consequently talk openly about the challenges of their work-learning.

The importance of a clear goal

Cooperation and collaboration in development requires people to be fully committed to ideas and take on challenges. If the company's mission, vision, goals and motivation are not clear to them, projects are likely to fail or the cost of implementation will be prohibitively high. Therefore, it is imperative that we ensure that our subordinates know and accept the organization's goals as fully as possible. Such a course of action helps to reach an agreement on the establishment of roles and responsibilities, makes it easier to formulate and improve the basic principles and processes of the team, it is simpler to define the desired leadership model.

An open mind

An organizational culture in which employees feel safe helps employees think creatively. Constantly staying within the same issues and proven solutions leads nowhere. Employees are better prepared for surprises, deepening and discovering those skills that will help them look openly into the future.

Nurturing fruitful cooperation

It is very important to notice and put in contact with each other those willing to take responsibility and do more than the minimum required. Fruitful cooperation means inviting employees to participate in decisions. Such an attitude of managers becomes an inspiration for people, breeds commitment and creativity. Let's try to see learning as a living and dynamic process, and we will gain a positive attitude that will lead us and our company to success.