As a result of the Effective Leading and Managing sessions and individual coaching, managers have: 1. Gained insights and have overcome challenges to their authority by certain subordinates. 2. Been able to assess their own managerial shortcomings and then address them, changing behaviors to become more effective. 3. Begun to trust their own opinion yet don't force their opinion on others. "I see managers becoming more collaborative (open to being influenced by others)." 4. Begun to see where they are either too passive or too aggressive and how that impacts peers and subordinates productivity. "I was on the passive side in conversations. It didn't work as a manager. Now, I can catch myself and shift to being more assertive to get what I need." 5. Learned that they can deal with personnel issues effectively and that sooner is better than later in addressing these matters. "People told me the transition to management would be difficult but it has been smooth. I feel lucky to have the management courses and coaching. You gave me concrete actions to take with certain personnel issues which worked. The trainings have been immensely useful." 6. The management training meetings and consulting have helped QA and Development come together as a group/team. Training together provided us with a common vocabulary for coordination of actions. 7. Interactions between various group members are less often coming from advocacy/argument and more often from joint inquiry as to what can be done.		The Lauridsen Group: Organizational Scorecard Organizational Assessment: How Is Your Organization Doing? Take all or portions of our Organizational Scorecard below. Sometimes a quick assessment can reveal what's working, what's not working. Left alone, areas of weakness tend to fester, ultimately damaging productivity and performance. Please assess each item from 1 (strongly disagree) to 5 (strongly agree). Please skip any areas that are not pertinent to your immediate concerns or where you are unable to make grounded assessments. A Note About The Scorecard: Our extensive experience with all sizes of corporations has shown that addressing and improving the areas you will assess will have a major impact on productivity, innovation, performance, satisfaction and well-being of all concerned. When an organization can no longer take a look at itself, make honest assessments of what is working and what is not working, then address concerns and issues it is moving toward obsolescence. 1 - Strongly disagree, 2 - Moderately Disagree, 3 - Not Sure 4 - Moderately Agree, 5 - Strongly Agree Vision - Strategic Intention Our organization/department has a clear vision that is inspirational? (The "why") We have a current, appropriate, articulated set of values which are integral to our vision and to which we adhere. ("How" work) We have a 3-5 year mission that tells us what we are to achieve, is tangible and in line with our vision? (The "what") Our organization/department has clear strategic intentions that we are aligned with? (The "how") We know our priorities and people seem clear about their priorities? Architecture/Systems (Organizational structure, management system,reward systems, IS Support) We have a printed organization chart, clear reporting relationships, roles and clear accountabilities? We have a coherent management philosophy and system in place. Managers are well trained and people are supported producing. Our reward/compensations system reinforces teamwork as opposed to individual efforts. We have a competent IS person(s)who supports us with computer/ application issues and breakdowns so that we can remain productive. Culture (implicit/explicit values, ways of doing things, ways of being) Our culture encourages behavior that is conducive to achieving or mission, goals and objectives. Generally we know "how" we should work together to get things done. Our culture is well integrated, that is, we know the implicit and explicit values and we are aligned on those values. There are no "different cultures" in the company at large. Teams/Groups Our team has clear deliverables. We have guidelines for how we will work together for the purpose of producing cooperatively. We are able to effectively communicate regarding mission, strategy tactics and deliverables. We can speak openly to each other. We can "think together" about difficult issues. We are willing to influence each other as well as being open to influence. There is an accountability system in place that allows us to surface and handle breakdowns in delivery to internal customers. We have shared standards for measuring the effectiveness and value of our team efforts. Individuals Managers possess strong social and communication skills. Managers' styles are conducive to building teams, enhancing productivity and/or fostering contributor satisfaction. Managers who have been promoted realize they need to develop new skills. Managers who desire to develop leadership and management skills have available coaching and/or training to support their ambition. TOTAL If there are areas in your organization where you need to improve you might consider a free Organizational Assessment.
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