Do you ever wonder why some organizations seem to just thrive while others don't experience sustainable success? Sure, many have some good years, but they go through many "not so great" years waiting for that year where everything falls into place and comes together. They have access to the same markets, experience the same market conditions, and hire from the same labor pools, and yet the results are different.

Similarly, can you explain why some athletic teams (college or professional) thrive year after year and some, while competitive, seem to have rough times more than not. You can point to money, but if you dig deeper, you will see that money is not the factor when evaluating teams that are competing on a level playing field. Some thrive year after year and some don't.

Here are three key reasons that I will elaborate on for your consideration and evaluation within your organization or team.

1. One Focus: I can't say enough about the importance of defining a clear purpose and focus for the organization or team. Many think they have a clear focus, but they don't. It's not even close! The larger the organization, the more likely it is for departments, segments, or functions within the organization to take on a life of their own. A finance department that seeks to be world-class in finance sounds great, but that may not contribute to the "one focus". A human resource department seeking to be the best in their respective field sounds great, but it may not contribute to the "one thing". I could go on with various departments or segments within an organization, but the key is to understand the role within the organization to drive toward the "one thing". The same issue plays out on athletic teams where a fragmented coaching staff solely focusing on their assignment hinders a team approach to recruiting, scholarship offers, drafting, or free-agency signings. It hinders practice time allocation, payroll disbursement, and overall coaching staff dynamics. Thriving organizations have a business partner leading finance, HR, etc. Thriving teams have a unified coaching staff! Alignment around a common purpose is key!
2. Leadership: Every organization or team has a management structure. They have people in positions of responsibility over other people at various levels. That factor is true of organizations and teams that thrive as well as those that don't. The difference is the level of leadership within the organization or team. Management and leadership are not the same thing. Both are important, but not every manager provides leadership. Leadership sets an organization or team apart from competitors. Leaders clearly define the common purpose, effectively share a vision of a desirable future, communicate with everyone on a regular basis, build a team culture, and engage/empower their team members to work together at a high level. Leaders see the value in people and elevate their performance. Those that thrive invest in people. Those that don't simply see people as a cost element on the income statement. The impact of leadership is significant! Developing leaders is key!
3. Positive Focus: While almost every organization or team will point toward a strategy, those that thrive have some unique aspects to their strategy. They are focused but flexible. They understand the market as a foundational basis. People are a major part of the plan. Most importantly, they focus on positive actions not avoiding negative issues. Everything is a positive focus which drives positive energy. So many organizations failing to thrive are negative focused. They focus on avoiding negative results, avoiding bottom quartile rankings, and avoiding missing a target. They wonder why engagement is lacking and morale is low. Those that thrive drive a positive focus with positive energy. People respond! A positive approach is key!

Many will read this article and struggle with the simplicity of the three items. I didn't mention anything about capital investments, cutting-edge systems, or incentive programs. Sure, all those can be important at times, but will not guarantee sustainable success.

As you evaluate your organization or team, here are some suggestions on how to take action on the above items and change your direction (if needed):

• Common goals: Move away from department or job specific goals/objectives to organization/team based. I have gone as far as using the same 5 goals for every member of the management team. While they may have had their respective area of focus, their overall focus was to work together to drive organizational/team success. (it worked very well)
• Fewer voices: Sometimes a leaner/small management team/coaching staff will drive better results. Less specialization and more cooperation is the result. Fewer "bosses/coaches" leads to more team engagement, empowerment, and execution. (not to mention less cost)
• Value development: Leadership development is an ongoing process of continually investing in leaders to drive engagement, empowerment, and a desirable culture. The benefits are huge but few invest.
• Restructure goals: Think shorter term (90 days), positive actions, and regular feedback. Goals are not the destination, but rather an engine to drive results. 90 days allows for adaptability and flexibility. A positive focus sets the tone for a positive workplace. Play to win not avoid losing. Regular feedback builds engagement, ensures progress, and more quickly develops others.
• Define the win: Regularly communicate what's important, how you are doing, and how everyone can help. Narrow your focus and communicate daily progress toward your target. Everyone should go home daily knowing how the organization did for the day as well as how they are doing!

Those are just five quick ideas for you to consider. It can be different. Every organization can find success and thrive to their potential.

For my information or ideas: dougstrickel.com