Download Organizational Health Consulting Best Practices

As Jeremy Levitt, Co-founder and CEO of ServiceSeeking.com.au, once brilliantly articulated, "The 'health' of an organization is not just about its bottom line but the alignment of its team's mindsets and activities." This is the fundamentals of Organizational Health—a concept rapidly gaining traction in boardrooms across globe, especially among Fortune 500 companies.

Organizational Health goes beyond mere financial performance. It encapsulates various factors including workforce engagement, strong leadership, competent workforce, clear strategic direction, effective execution among others. A 'healthy' organization is one that can successfully align, execute, and renew itself faster than competitors to sustain exceptional performance over time.

Organizational Health is central to a company's capacity to thrive in today’s hyper-competitive marketplace. Companies focusing on Organizational Health are 2.2 times more likely to have an above-median EBITDA margin, allows for improved shareholder return, and boasts 3 times the likelihood of successful action against strategic change.

Mastering Organizational Health is built around three critical pillars:

1. Strategic Direction: It's vital to clearly articulate where the organization is headed and how it's going to get there. Employees should understand and align with the strategy, driving their actions and decisions towards shared objectives.
2. Effective Execution: Organizations must be proficient at converting plans into actions and results. This requires empowered employees, robust processes, and transparent communication channels.
3. Performance Management: Continual monitoring and adjustment of the organization's journey towards its strategic goals is integral. Regular feedback, recognition and rewards, and key performance metrics help to maintain focus and drive effectiveness.

Companies seeking to improve Organizational Health may adapt these best practices:

• Performance Management: Develop a systematic Performance Management process. Reward top performances, provide constructive feedback, and address low performances proactively.
• Workforce Engagement: Foster engagement through open communication, active listening, recognition, and fostering a sense of belonging. An engaged workforce is more likely to contribute positively to the organization's health.
• Talent Management: Attract, develop, and retain exceptional talent. Skills, competencies, and aptitudes should match job roles and organizational needs.

When striving for Organizational Health, leadership plays a pivotal role. Leaders must model the behaviors they want to see, articulate the strategic vision clearly, inspire their teams, give them autonomy, hold them accountable, and foster a culture of trust and collaboration.

The McKinsey Organizational Health Index allows companies to benchmark Organizational Health against global standards. They look at nine dimensions including Leadership, Direction, Culture and Climate, Accountability, Coordination and Control, Capabilities, Motivation, External Orientation, and Innovation. Using this holistic view, companies can take a targeted approach to improving Organizational Health and securing their competitive advantage.

In an increasingly uncertain and volatile business environment, Organizational Health is not just a nice-to-have—it's a prerequisite for sustainable performance and growth. It's a dynamic field, and the most successful businesses are those that continually evaluate and fine-tune their Organizational Health approach. As we navigate the challenges and opportunities of the future, the concept of Organizational Health will no doubt continue to evolve, and leaders who make it a priority will position their organizations for enduring success.