What kind of organization do we want to be?

We live in a time when, more than ever, it will be necessary to promote a new way of working and a new corporate culture focused on people, more flexible and agile, able to adapt to a new reality marked by uncertainty, continuous transformation and emotionally vulnerable and unmotivated staff in many cases.

In fact, only 28% of employees say they are satisfied at work, according to a recent report. As well, 34% of employees plan to leave their current company within a year.

On the other hand, those employees who have a positive experience at work intend to stay with their current company.

For this reason, disruptive moments like the current period are the perfect opportunity to ask ourselves what kind of organization we want to be. What culture do we foster? Do we really believe in people and their potential, as we so often proclaim? Or do we focus on those aspects that they don’t do well so that they don’t happen again? Are we developing strategies to facilitate this positive work experience? …

Digging into strengths to create positive work experiences

But, what is a positive experience? It is not just about the salary, nor about facilitating a pleasant and inclusive environment, nor even about work-life balance. As we’ve been able to verify over these years at Madavi working with our customers, a positive work experience is feeling that you are part of an attractive image of a common future that you have also helped to build.

And this begins by investigating the strengths, the individual and the team. Let’s look at what unites people; their strengths and the moments in which they’ve been successful as a group!

The opposite is scarcity; it is looking at what’s wrong with the team and the people who make it up, what doesn’t work, what we have to develop and learn to improve. This is what we have been used to since childhood, a way of seeing things that leads nowhere.

indagacion apreciativa

On the other hand, a positive mind is the stimulus for creativity, expansive and visionary thinking, empathy, cooperation and connection.

So, why don’t we focus on what does work in order to do it more and better? From this paradigm, organizations manage to change their current reality. And they also speed up the process.

Speed in processes is achieved through the simultaneity, that is, bringing together at the same time and in the same place all the people necessary to achieve success. That way, you can go fast; because it’s simultaneous.

It’s time to change the way we change

It’s time to choose whether to continue doing the same things, with the same results in terms of business and/or people (lack of commitment, demotivation, brain drains…), or become a positive and appreciative organization.

This paradigm shift requires a process of cultural transformation in the organization. And it’s worth doing since by focusing on strengths, organizations far exceed the expectations; more positive energy is produced and they manage to mobilize their teams to action. And since it’s natural, after transformation arrives, it sticks, change is easier and the result is faster and simultaneous.

 

 


David Cooperrider

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