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How do we determine what an organization needs?

As I reflect on the newness of my role, it occurs to me that there is a calling for leadership. I must step-up and help the current organization I now serve. I just hope I have what it takes to meet the needs. The difficulty is not knowing what and where to start. In past posts, I have shared that it is never a clever idea to jump in and change things. Human connections are at the heart of every organization. Everyone has different beliefs that will not align with one another, including me. Everyone has an internal need for success and the desire to create positive changes. I imagine that I sound like a broken record by sharing these basic human needs, but I believe in it so much. There is value in understanding how simple our issues are. As I continue to write this blog, I will bring this belief to the forefront every chance I get.

We must create opportunities for people within our organization to share their perspective on the effectiveness of the organization. This process is not easy. If you are new to the leadership role like me, you must build trust among the people, so they feel safe sharing any concerns. I have a form I use each year, where people can give their views on what is working well, what needs more attention, and one thing I can help them with. It is a simple form but gives the leader a place to start. We have often shared that leaders must listen. We can hear more when we allow people to share their honest opinions.

Our actions speak louder than our words. We must show the people of the organization what we are willing to do to serve them, as well as the needs of the organization. This can mean a variety of things but in most cases, it means the leader needs to pitch it. Great leaders get into the trenches, roll up their sleeves and share the workload. We will gain more respect when they witness our willingness to participate in the day-to-day activities.

Our visibility is especially important to those around us. Leaders who are the first to arrive and last to leave show they are committed to the people of the organization. This is not the self-serving ego booster I am referring to. “Hey, look at me, I am better than you because I’m here early!” The intension is to be available for those who need us early; before the day starts or those who need us after the normal day for guidance. If you are leading an organization, the community expects to see you often as well. When we start our day earlier than most of our employees, we have an opportunity to engage in conversation with them as they arrive for the day. Additionally, the end of the day gives us another opportunity to develop those relationships and offer support.

It is particularly important to allow people to share their opinions, to roll up our sleeves to help others, and be visible or present in the moments. That does not address how you plan to gather the information to make positive changes for all. How are we taking concerns or expectations and creating an action plan that addresses every concern of every individual? The form I discussed, the use of surveys, and even notes from various conversations can be gathered and compiled. The information must be separated out into themes and common concerns. I would also advise leaders to gather a team that will organize this useful data. This team can serve as a united front of peers, who are taking action to create positive changes everyone can live with.

How do you allow for an honest sharing of all perspectives?             

What are we willing to do that shows we want the best for everyone?        

How does your schedule show you are committed to serving the people?     

How will you gather data to better understand the issues facing the people?

When we join a new organization, it can be difficult to address what the true needs of the people are. When we take on the primary needs of the individuals of our organizations, we set the scene for further advancement and greater improvement. I hope you are in touch with the needs of the people in your group and I hope to further this conversation with advanced steps in my next post. Thanks for checking in this week and please leave a comment below that will add to this conversation.

Steven C. Bucks- Leading Conversations

~Maxwell Leadership Certified Team Member~