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With much focus on growth, productivity and outcomes, is it not helpful to consider what it is that we’re actually building?

It’s great when we meet target, performance is improving, and we see evidence of fruit or a healthy ‘turnover in profits’.

But the question that needs some consideration is one relating to something far more integral to the fabric of our teams, organisations, and our society at large.

Are we encouraging individuality or creating clones?

In our efforts to build effectively and see ‘profitable’ outcomes, the aim of every leader should be to invest in the growth of her people as individuals.

That’s a given!

But this investment shouldn’t solely be driven by the goals of the organisation (though important) – nor should they result in a one size fits all approach to managing – but instead it should compliment the development of individuals towards the accomplishment of their life mission.

So what could this look like? It means:

  • Creating space for the discovery and cultivation of creativity outside of the organisation
  • Having systems in place that acknowledge and provide holistic support and development
  • Committing time to endorse and facilitate genuine community

Encouraging community and investing in the holistic development of the individuals in any team will cause productivity to sky-rocket. Why? Because they add value to others, who will in turn add value to the organisation.

And if an individual is free to express their creativity and skills in some other capacity or setting – be it volunteering as an example, it will only serve to produce more productivity all around.

So whilst meeting organisational objectives, how are we encouraging the development of others and encouraging individuality? And is the culture we’ve created one of frustration or a springboard from which those in our teams can fly?

If you were to ask yourself these questions in the different contexts you find yourself in, how would you answer?

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