OrgHealth

We're so excited to announce that the Ascent Assessment for Teams is now publicly available!! We've been talking about this assessment for a long time, but have kept it in beta longer than planned. We really wanted to get it right. We really wanted to make sure executive teams were going to experience both short- and long-term value from this tool. So many leaders are interested to find out how to become healthier as a company, but the situations they're in can be so diverse. An effective assessment tool for something as subjective as organizational health needs to work for every executive leadership team. We are excited to release this tool with the confidence that your team will not only gain insights that resonate with your situation, but will help you connect the dots between frustrations/obstacles you are facing and practical pieces that will address it at the root. Leaders looking to improve the health of their organization need: - a clear picture (shared understanding) of what organizational health looks like - a way to evaluate themselves that is fast but deep and accurate - help understanding the situation they find themselves in right now - relevant and proven action steps that will take them to the place they need to be - a concise commitment to how they will measure progress Our aim with the Ascent Assessment is to make organizational health more accessible to C-suite leaders everywhere, so there's less confusion, blame, and dysfunction, and more alignment, action, and trust. Learn more >> https://lnkd.in/geGPG8Ef #executiveteam #leadershipteam #organizationalhealth #orghealth #teamtools #healthyleaders #collaborativeculture #leadershipaccountability #strategicmomentum #talentmagnetism #modernleadership

If asked whether our teams lie to us, the first reaction is always a passionate “NO!”. But it’s just not that simple. Are we sure? How do we know? And what if they aren’t telling us the truth because they’re afraid of repercussions? What if they’re telling us what they think we want to hear? What if it’s half-truths, canned messages, strategic omissions, and qualified information? If our teams can’t tell us the truth, we have no chance for long term success. None. As leaders, it’s our responsibility to make good decisions and that’s impossible with bad information or “yes, boss” attitude from our teams. Sure, it’s hard when people think we’re wrong. Even constructive criticism can sting. Often, we react badly when others tell us we’ve done something wrong. We get defensive, try to justify our choices, or bite back. But each time we feel that reaction starting, we need to remind ourselves to be calm and embrace the feedback. The fact is, we make mistakes. Everyone does. Just as we need to be able to tell our people when they’re in need of critical feedback, we need people who will give it to us when needed. The cycle of feedback and adjustment creates higher performance. Building a culture of feedback starts with the leaders. We need to learn to accept critique well and give critique effectively, so all members of our team (ourselves included) can give and take feedback easily. It takes an environment where each person wants to be honest and straightforward with us when they’ve misstepped or know of an obstacle that’s about to land in our path. We just need to create it. 💥Self-aware leaders know that honest feedback is the gift of an exceptional team culture. And appreciate it.💥 #leadership #management #culture #trust #workplace #growthhacking

When the board focuses on strategy and direction, they can truly shine. When the staff team can focus on implementation and operations, they are set up for success. Knowing if work is “Above the line” or “Below the line” is a quick shorthand for maintaining role clarity and keeping everyone focused on their most effective work. Confusion about who does what leads to frustration and runs many risks, including: 🔦 The real job of the board not getting the attention it needs. 😴 Board members feeling overwhelmed and burnt out. ✂️ The CEO feeling undercut and unsupported. ⁉️ Staff being unsure about who to go to for answers. When everyone has role clarity, the whole team functions more effectively. ♻️ Share this carousel and image with your team to get on the same page and experience the difference role clarity can make. #ceo #healthyboards #boardofdirectors #organizationalhealth #orghealth #abovethelinebelowtheline #boardsuccession

Freda Molenkamp-Oudman, everyone, our newest team member! 👏🎉 Some of you already know and love her, some of your haven’t had the pleasure yet. We asked Freda a few questions that we loved hearing her answers to, and we think you will, too! - - - 1️⃣ What’s one leadership lesson that changed you for the better? 🌳   There are two of them! Creating space to be vulnerable. This is something I did with my senior leadership team (SLT) as we started navigating through COVID. As part of our SLT meeting, I asked everyone how they were feeling about the adjustments in the workplace we had to make because of COVID. I shared with them (with real emotion) the challenges I was feeling in leading through the uncertainty, isolation, and the difficulty of shifting everything we did (board meetings, regional meetings, AGM, producer events, staff workspace, etc.) to being virtual. It opened the door to other members of the SLT also sharing their vulnerabilities. At the end of our meeting, we all commented that something changed that day because we knew we had created a safe work environment where everyone had each other’s back and was ready to do anything to support and encourage each other.    The second is recognizing that a ship in harbour is safe, but that is not what ships are built for. This started already early in my career as I pushed myself to be vulnerable and try something uncomfortable for me (public speaking). Since then, I've kept pushing myself to be vulnerable and 'go out to sea' which has resulted in many wonderful opportunities for growth and learning. At the same time, I have focused on creating safe environments for others to push themselves to try something new. And as a leader, I've also learned that spending time in the harbour is also important—for team members and for myself. Sometimes we need time to recharge, take a breather, and recover from challenges that come our way.  2️⃣ If you could give one or two books to a friend who’s on a board or executive team, what would they be? 📚 Of course, The Imperfect Board Member! But outside that... - Quiet by Susan Cain... raising awareness and making space for everyone's learning and thinking styles. - Who Moved My Cheese by Spencer Johnson... the need for change and how everyone deals with it differently. - Outlearning the Wolves: Surviving and Thriving in a Learning Organization by David Hutchens... courageous leadership and the importance of learning and innovation 3️⃣ A home chef has been hired to cook for you and your husband tomorrow night. What’s on the menu? 🧑🍳   Wok-fried calamari with garlic and lemon, tossed garden salad, maple and mustard Brussels sprouts, filet minion, and baklava for dessert... and a Somersby Red Rhubarb cider! - - -   See Freda’s bio here: https://lnkd.in/gfspAvGN #leadershipdevelopment #leadershipdev #governance #vulnerability #buildingtrust #growth #bookrecommendations #leadersarereaders #gettoknow 

Asking questions builds a collaborative culture, inspires creativity and uncovers hidden challenges. True engagement includes circling back to what was heard and building on conversations, instead of just asking questions without really listening to the response. Check out this post from Justin Wright to discover 10 essential questions that can strengthen your leadership and help your team thrive. When you want to have a meaningful conversation with your team, what’s your go-to question? #executiveleadership #effectiveleadership #collaborativeculture #leadershipaccountability #orghealth #organizationalhealth #activelistening

The priority that Purity Life Health Products LP puts on the health of their leadership and organization as a whole has been amazing to see—as leaders, AND as people, we absolutely recommend them! Julie, Margot glows over the work she does with you and the whole team over there. Hearing it in your words is extra special!

Succession is a common challenge for boards. 58% of not-for-profit (NFP) boards cite succession as a “high-to-moderate” level challenge, yet only 29% have a succession plan in place.  A common challenge, to be sure, but not an insurmountable one. In our latest article, OrgHealth consultant Karen Kirkwood, CEC, ICD.D, BCom shares practical, impactful strategies for board succession, including: ✅ The importance of defining, and maintaining, role clarity ✅ Establishing a framework for board renewal and continuity ✅ How to create a leadership pipeline Effective succession planning also requires knowing what your board needs. We’ve included our downloadable Board Skills Matrix to support your organization’s succession work. Read the full article and download the Board Skills Matrix via the 🔗 in our comments. What’s the biggest hurdle your board faces? #boardsuccession #boardsuccessionplanning #ceosuccession #regulatoryboards #boardofdirectors #orghealth #agriculture   #boardgovernance

43% of employees leave their jobs due to a "lack of communication about purpose." Which means talent retention goes beyond a pay raise. Talent Magnetism, one of the four elements of the OrgHealth Ascent Model™ embraces a broader vision for hiring and retention, prioritizing people before processes and profitability. Focusing on it fosters an organization where individuals feel engaged, challenged, and valued, encouraging long-term commitment. In today’s competitive market, creating a workplace where people thrive isn't just advantageous—it's crucial. Talent Magnetism holds the pinnacle in the Ascent Model because it signifies a strong presence of the other elements: Collaborative Culture, Leadership Accountability, and Strategic Momentum. When these aspects are in place, teams are motivated and effectively led. If you're ready to elevate your organization by attracting and retaining top talent through sustained organizational health, let’s start a conversation. https://lnkd.in/gGn64xyr #talentmagnetism #organizationalhealth #orghealth #healthyculture #magneticemployer #magneticleadership

The agricultural industry has been charting a course forward when it comes to innovation, and we love seeing it! Stepping up to challenges with infrastructure, internet, and digital literacy, they have taken their willingness to adapt and innovate a step further with some really progressive applications of machine learning. Leaders in the sector are partnering with governments, tech companies, and educational institutions to collaborate for an improved, sustainable, and advanced farming future. Thinking about issues from their root causes, not just presenting problems, and partnering with those who have done and are doing work in the area is a spot-on way to drive impactful change. Ronald van Loon's insightful article explores how these collaborations are driving innovation in agriculture. Learn how machine learning, satellite imagery, and predictive analytics are transforming farming practices, making them smarter, more efficient, and more sustainable. Read the full article at the 🔗 in our comments. At OrgHealth, our team facilitates effective collaboration between teams and between organizations. If better collaboration is a goal for you this year, or you have a project that requires collaboration, we are here to help. Contact us today. #collaborativeculture #aginnovation #organizationalhealth #orghealth

Thrilled and proud to introduce our newest team member, Freda Molenkamp-Oudman! We love Freda because she walks the talk: amidst her background in governance and senior leadership, she's already famous for creating an irreplaceable culture of candour and value—some of you in Western Canada who already know her can attest to this! For those who haven't yet had the pleasure, we're so looking forward to you getting to connect with her. Freda, cheers to the first week of something awesome!