Leaders of truly healthy organizations learn to simply think differently — and it impacts every aspect of their decision-making and actions. Therefore, the journey of Organizational Health involves a number of significant mindset shifts.
In his book The Motive, Pat Lencioni suggests that one role of a responsibility-centered leader is to personally develop the leadership team, which includes managing the interpersonal dynamics between team members, especially ones caught in a destructive conflict impacting the team.
Last year I watched a division lead in a global business deliver a celebratory speech to his top hundred managers. Let’s call him Jim. “In conclusion,” he said proudly, “we have outperformed all expectations, and everyone will be getting enhanced bonuses.”
