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    GPS for your Organisation: How to energise your employees and build sustainable high performance
    GPS for your Organisation: How to energise your employees and build sustainable high performance
    GPS for your Organisation: How to energise your employees and build sustainable high performance
    Ebook204 pages1 hour

    GPS for your Organisation: How to energise your employees and build sustainable high performance

    By Nicholas S. Barnett

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    About this ebook

    GPS for your Organisation is a practical guide to help company boards, CEOs and leadership teams add clarity and gain ongoing buy-in to their organisation’s long-term direction, purpose and values. It will also add focus and urgency to their strategic and business plans.

    The book shows readers how they can develop, communicate and embed their own Guidance and Positioning Statements (GPS) into their organisation’s culture, messaging and DNA. This will energise employees and help build sustainable high performance.

    The process can be applied to all types and sizes of organisations from start-ups to well established organisations and also to subsidiaries and divisions of large organisations.

    For further information go to www.gpso.com
    LanguageEnglish
    PublisherBookBaby
    Release dateSep 27, 2011
    ISBN9781618423566
    GPS for your Organisation: How to energise your employees and build sustainable high performance

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      Book preview

      GPS for your Organisation - Nicholas S. Barnett

      Level

      Preface

      I wrote this book because I am passionate about helping organisations develop a clear, inspiring and energising long-term direction and articulating such in concise statements of their aspiration, purpose and values – their Guidance and Positioning Statements (GPS). I get even more energised when I witness organisations embedding their GPS into their plans, messaging, thinking, culture and DNA.

      As CEO of an IT recruitment company, I have used the principles in this book to help guide its growth in revenue by more than tenfold, to in excess of $300 million over a five-year period. Whilst one-third of that growth was achieved by acquisition, two-thirds was achieved organically by passionate, committed, competent and highly engaged employees working together to build the leading IT&T recruitment company in Australia.

      Since then I have applied these principles to help dozens of organisations think through their answers to vital questions and consider how best to articulate their desired future. Those that have taken this process seriously know the emotional and intellectual effort that it takes, but also the significant return on investment from the process.

      It is a privilege to witness how a razor-sharp clarity of future direction that is well embedded into an organisation’s plans, messaging and thinking, translates into increasingly engaged employees and a more productive culture. It creates a win-win for organisations and employees, where both can become more productive, profitable and fulfilled.

      Too many leaders adopt the ‘zero sum game’ attitude which assumes that an organisation can only win if their employees lose, or vice versa. If an organisation doesn’t take a constructive approach to engaging and energising its employees, it might achieve a short-term financial gain, but will almost certainly lose out over the medium to long-term.

      In my capacity as Chairman of Insync Surveys, I have been involved in and witnessed the measurement of performance culture, employee engagement and organisational climate of hundreds of organisations. I have seen the positive impact of great clarity of direction, inspiring leadership and engaged employees. I have also seen what happens when the opposite is the case and that is not a pretty sight for the organisation or its employees.

      My observations are supported by an abundance of research that confirms the positive correlation between organisation alignment and engagement, and increased performance and profitability.

      The world is becoming increasingly complex. Employees are bombarded with hundreds of internal and external messages daily. They deserve clarity of their organisation’s long-term aims so they can act with boldness and confidence and work towards a common goal that is in everyone’s interest.

      This also creates a space for the brilliance of employees to shine, enabling them to reach their full potential.

      A clear set of unchanging values also forms a solid foundation for bold action. Employees will know what’s acceptable and what’s not. They won’t have to anticipate what might be the different views of staff or bosses, as alignment and a common language will have been created around a clear set of Core Values.

      I trust that as you read this book, you will be challenged to discover new ways to increasingly energise your employees and build sustainable high performance.

      Introduction

      If you know where you are going you can never get lost.

      Herb Cohen

      A Global Positioning System (your electronic GPS) is a brilliant piece of technology that is particularly useful for your car. You enter the address of your chosen destination and your electronic GPS will guide you there by giving you clear directions at every fork in the road. If you get off track, it will quickly redirect you to your chosen destination.

      If, however, you don’t know your chosen destination, no matter how good your electronic GPS, it won’t be able to provide you with any guidance. It can’t predict your destination or show you the way.

      Guidance and Positioning Statements (GPS) for your organisation are even better than an electronic GPS for your car. Effective and well embedded Guidance and Positioning Statements act as a self-correcting system that will guide your organisation to your chosen destination. It will give leaders and all employees clear directions at all your organisation’s main decision points and clear guidance in respect of all their plans, projects, processes, actions and messaging. If employees get off track, it will redirect them to the chosen destination. In addition, it will guide all their behaviours and help shape the culture and DNA of the organisation.

      Guidance and Positioning Statements (also referred to as ‘GPS for your Organisation’ or your ‘organisational GPS’) build on the ideas and concepts set out in the many excellent research reports, articles and books on similar topics, as well as on the writer’s own 30 years of business experience, including experience in dealing with not-for-profit and government organisations. GPS for your Organisation has been developed based on the well researched evidence showing that:

      Organisations that have clarity of and buy-in to their long-term direction and purpose make better decisions. They are also far more able to empower, engage and energise their employees and other stakeholders. This helps them build a productive and cohesive culture, organisational resilience and sustainable high performance.

      Conversely, a lack of clarity and buy-in is likely to lead to employee uncertainty, confusion, indecision, inconsistency, lack of empowerment, lack of urgency, doubt, fear and short-termism. This leads to poor strategy and tactics. It also leads to low or negative employee engagement and, as a consequence, low productivity and

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