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Factors for Healthy Organization - Coggle Diagram
Factors for Healthy Organization
Leadership Style
Trustworthy leaders is what we want to work for. They have a good self-image, secure in what they do and look at developing the organization and those under them more. They use the Maslow's hierarchy of needs to compare. Hay, p.265-266
Transitional and Toxic leaders do not make an organization healthy. But, anyone can become transitional or toxic. Policies and procedures can help leaders avoid becoming that type, but also having people check in on them regularly to see how they are holding up mentally. Stay grounded. Hay p. 268
"Leadership is a key function within all organisations" p.261 Hays. I totally agree. The leadership guides the "ship" and if those under the leader trusts and believes then they will be effective in whatever they do.
5 Kind of Workers: Good Solider (quiet and competent); Squeaky Wheel (complains and needy); Turtles (introvert); Mavericks (willing to take risks, doesn't think about cost; Millennials); Rebels (against everything. Leaders need to understand these different types of team members so the team can be effective.
Dr.
Gardner video
Communication
Personnel care audits look at this but also whether there was good communication in the process of forming the policies. Dodds (v3) p235. This really means if the communication is going both ways. Is the leadership listening to those below them if things are not working out?
Elements: Accessibility/Availability; Presence; Wise and timely affirmation; Respect
I found these elements to be a reflection of Christ. A leader with these elements will lead the organization into a health and people will want to stay because they know they are cared for and respected. But, this all has to be communicated in various ways - compassion and caring.
"If not used liberally and regularly, movement and functions become stilted and jerky rather than smooth and problem-free" Hay p.237 Really good description.
Good work-rest balance and is communicated to all. Hay p. 239
Difference between communicating and understanding it. Orgs need to make sure that the people not just know, but understand the policies, procedures, vision... Hay p. 240.
Job descriptions need to be clear and up to date. Hay p240
Between organizations, sending churches and local churches - lots of communication needed and the stress of it all from the immediacy expected from all sides. Hay p. 241 This came out in my interview with Jim Graham. People have become poor communicators.
free flowing communication with missionaries, staff, and leadership - but it is difficult and sometimes not happening at all. Hay p. 242. Again, Jim said the same thing. that there should be a 2-way communication where each is listening to the other...seems to be a lack of listening and just more talking.
Boomers need to mentor Millennials. Missio Nexus study Transitional time is happening now and these two generations working together could really be a good thing.
Organizational Structure
"Serious break-downs in the caring process sometimes arise due to ethical mistakes" Dodds, v3, p. 267
Dodds, v. 3, p. 267-270 lists13 ethical errors that can be made in leadership. YIKES! Leaders need integrity! Leadership is not for everyone...
"A very important reflection of the 'art and heart' of agency care is how the organization acts with integrity in caring for its personnel" Dodds, p. 233 "Integrity" is something I think leadership must have and if the leadership has it then it is reflecting the agency, which is then reflecting this very aspect of member care.
"expressed in philosophy, principles, polices, practices, and procedures...reflected in the allocation of resources" Dodds p. 234
Personal Care Audits: describing the organization (Myers-Briggs type from class discussion. Ha). checking to see if the org does what it says it does in policies and procedures. Dodds (v3) p235-237 This is a good idea, but the question at the end was raised if this should be done internally or external. I think external with one leader who is well trusted in the agency to follow along to help is ideal.
First set principles, then policies and procedures flow out of that. Practices come from the policies and procedures. But an organization's principles need to be set first. Dodds (v3) p237 This is very helpful for a newer organization setting up these guidlelines.
Dodds (v3) p245-249 have various Member Care tips and models to help set up a member care program or revamp one that already exists. Need to ear-mark these pages.
"Organizations that do not cater to Millennials is a dying organization" Dr. Laura Gardner
Organizational Ethos
"includes the intangible, invisible set of values, beliefs, and behaviors that shape the culture of an organization" Dodds (v3) p. 238
Rooted in the history of the org. Dodds (v3) p. 238
Can be changed by leader, so leader's EQ very important
10 steps for doing the Personnel Care Audit - Dodds (v3) p. 242 Good stuff and if an organization wants to be healthy they should do this and then honestly evaluate and adjust as the audit report suggests.