LP17 Ensuring Compatible Interests
when a Leadership Practice is not present or working in your organization...
you will not be able to BEST organize your organization
Ensuring compatible interests strives to achieve harmonious interests as a matter of policy among the organization's Associates, units, clients, customers, and suppliers. The organizational rewards systems and human resource policies foster and support working together to ensure unit and organization success. Associates view these policies as fair, reasonable, and ethical. Furthermore, the policies ensure that individual rewards systems are consistent with the organizational rewards systems. They help Associates replace "lone wolf' mentality and recognize that unit-and organization-level success depend on working together.
Professor Kenneth Mackenzie, one of the world's leading experts on leadership and organizational design, has defined 29 Leadership Practices (LP) that are essential to a successful organization.
Clearly, competitive advantage is gained when an organization is aligned for success.
The 29 Leadership Practices are the primary "indicators of interest" we use when diagnosing an organization.
When we do an organizational assessment, we know that the absence of the Leadership Practice Ensuring Compatible Interests could affect one or more of the 12 Holonomic Processes (HP):
HP8. Ensuring Healthy Problem Solving throughout the Organization
HP11. Ensuring Compatibility of Interest
The 12 Holonomic Processes are the main enabling processes by which the 6 Desired Organizational Characteristics are achieved, so the above Holonomic Processes problems could affect:
DOC4. Successful Goal Achievement
DOC5. Results Oriented Problem Solving
DOC6. Associates Are Assets and Resources
Click here for a detailed description of the 6 Desired Organizational Characteristics [DOC]
Click here for a detailed description of the 12 Holonomic Processes [HP]
Click here for a detailed description of the 29 Leadership Practices [LP]
Remember that this "snapshot" is a preliminary assessment only, designed to illustrate areas where you might have problems.
A full on-line assessment probes in a deeper and more complex manner and provides specific insight and suggestions.
The Organizational Diagnostic Survey On-Line (ODS-OL) we use is the most advanced working technology for assessing organizations and its leadership practices. ODS-OL is based on multiple sources of information. ODS-OL does more than compile and analyze data: ODS-OL will derive conclusions about the results of the assessment and then derive recommendations based on these conclusions.
Use our ASK THE EXPERT form to contact Don Schwerzler - to learn how your organization can use ODS-OL to perfect the design and function of your organization.
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