Most of the people that know me are fully aware of my fondness for using sailing analogies. Honestly, I can’t help it; sailboat racing has had a profound influence on my life, and much of what I learned about the importance of teamwork has its roots in my sailing endeavors.
Over the course of the past 13 years, I’ve interacted with nearly 200 business owners who had questions about optimizing employee engagement within their organizations. It’s not that the organizations were in desperate need of help. On the contrary, some of these businesses were performing very well, and the owners of these companies simply wished to explore the possibility that some ingredients might be missing that would allow these companies to perform even better if they could be discovered.
Depending on which dictionary you use, the primary definition for the word “cognizance” will vary. According to YourDictionary.com, cognizance is defined as “perception or knowledge,” and especially “the range of knowledge possible through observation.” In Merriam-Webster’s Dictionary, cognizance is primarily defined “a distinguishing mark or emblem,” while Dictionary.com defines cognizance as “awareness, realization or knowledge.”
Within the 7 Question - 7 Promise Framework, we’re big on accountability. We consider it to be not only reasonable but essential that every worker in an organization understands and embraces the ways in which they are accountable.
There is a scene from the film We Are Marshall that perfectly conveys the importance of verbal communication if you truly wish to be heard and understood and to have the full significance of your statements appreciated.
We all like to think that our companies are functioning at a high level, but are there hidden inefficiencies lurking within your organization? There is a simple way to get an accurate response to that question.
The org chart is outdated, not because it’s old, but because it was never particularly useful to begin with. The insistence that some businesses had in relying upon it was based on an assumption of its usefulness, but it was always a flawed tool.
Dear Clients and Friends,
I wish I were not writing this, I am cognizant of the situations and extremes I may be writing to and I pray for the best as soon as possible. We are in this together, and I want to take some time to share some guidance I have seen work in past recessions.
In the pages of The Patient Organization, I laid out the 7 Question-7 Promise Framework, which allows everyone within your company to align themselves with your mission by deciding if they can answer “yes” to questions of belonging, belief, accountability, measurement, communication, development and balance. The ultimate benefit of this process is the creation of the type of workplace environment that can power an Organizational Operating System (OOS).