The Path to a Healthy Team and Organization


If a team is “stuck”, if it’s rife with confusion, uncertainty, politics, a void of trust, a void of cooperation, where there is a lack of alignment and cohesiveness and where meetings are filled with a lot of advocacy and not enough inquiry, and where results are not where you’d like them to be, there’s hope!


Leadership Breakthrough Coaching is part of the growing group of advisors and coaches helping organizations across the private, public and non-profit sectors embrace Organizational Health and has aligned itself with Pat Lencioni and The Table Group and it’s CAPA Pro practitioner network. It provides you with the ability and the power to move you and your team through whatever it is that’s going on that’s causing you to be stuck and into the space where there is cohesiveness, trust, alignment, commitment, accountability and clarity and where your employees are engaged, aligned, feel valued, seen and heard and where there is very low turnover.


As we emerge from all that’s been going on the one thing we can be certain of is that we will not return to the way it was. We must be better and through our being better we have the opportunity to a make a more substantial impact on our organizations and community. Organizational Health will be an important catalyst in helping teams and organizations like yours make that impact.


Virtually every organization, of any size, has access to the best thinking and practices around strategy, technology, marketing and finance. In this information age with live in, information has become ubiquitous, it’s almost impossible to sustain an advantage based on intellectual ideas. A successful organization must be healthy if it’s going to have an advantage over it’s competition.


So what does a healthy organization look like?


A healthy organization is one that has all but eliminated politics and confusion from its environment. As a result, productivity and morale soar, and good people almost never leave. For those leaders who are a bit skeptical, rest assured that none of this is touchy-feely or soft. It is as tangible and practical as anything else a business does, and even more important.


Why? Because the smartest organization in the world, the one that has mastered strategy and finance and marketing and technology, will eventually fail if it is unhealthy. But a healthy organization will always find a way to succeed, because without politics and confusion, it will inevitably become smarter and tap into every bit of intelligence and talent that it has.


So, if all this is true, then why haven’t more companies embraced and reaped the benefits of organizational health? For one, it’s hard. It requires real work and discipline, over a period of time, and it must be maintained. On top of that, it’s not new and innovative. It doesn’t excite leaders who are looking for a quick fix or a silver bullet, something that they will be viewed as pioneering or being a thought leader with.  Moreover, in spite of its power, organizational health is hard to measure in a precise, accurate way. It impacts so many disparate areas of an enterprise that it is virtually impossible to isolate it as a single variable and quantify its singular impact on the bottom line.


But the biggest reason that organizational health remains untapped is that it requires courage. Leaders must be willing to confront themselves, their peers and the dysfunction within their organization with an uncommon level of honesty and persistence. They must be prepared to walk straight into uncomfortable situations and address issues that prevent them from realizing the potential that eludes them.


The Hvidt Group assists team, organizations and companies across the private, public, education and non-profit sectors navigate through the process of becoming a healthy organization. Much of our process comes from our having adopted the process that Pat Lencioni founder and CEO of the Table Group and the team at The Table Group has developed and successfully implemented over the past 20 years.


We will move through team exercises with you that span a couple hours or a couple days based on the depth and interest you as the leader and team have in addressing the depth of your unhealthy practices. These unhealthy practices typically can be found in deficiencies within the Four Disciplines describes below.  In order for an unhealthy organization to become healthy they typically need to look no further than at their practices of these four disciplines.  Our process is designed to assist you in doing that.





The first step is all about getting the leaders of the organization to behave in a functional, cohesive way. If the people responsible for running an organization, whether that organization is a corporation, a department within that corporation, a start-up company, a restaurant, a school or a church, are behaving in dysfunctional ways, then that dysfunction will cascade into the rest of the organization and prevent organizational health. And yes, there are concrete steps a leadership team can take to prevent this.  We have exercises that will assist you in identifying and then addressing what and where they might exist.



The second step for building a healthy organization is ensuring that the members of that leadership team are intellectually aligned around six simple but critical questions. Leaders need to be clear on topics such as why the organization exists to what its most important priority is for the next few months, leaders must eliminate any gaps that may exist between them, so that people one, two or three levels below have complete clarity about what they should do to make the organization successful.  Clarity is essential and we will help you find it for your organization and team.



Only after these first two steps are in process (behavioral and intellectual alignment), can an organization undertake the third step: over- communicating the answers to the six questions. Leaders of a healthy organization constantly — yes, constantly— repeat themselves and reinforce what is true and important. They always err on the side of saying too much, rather than too little. This quality alone sets leaders of healthy organizations apart from others.  There must be agreement and alignment as leaders leave meetings as to what message is that will be communicated by them to their respective teams, the message must be simple and clear and then cascaded quickly to their teams after the meeting. The most effective means of communicating is face to face and by word of mouth not through emails.  We will assist you in developing as a team in communicating constantly and clearly.



Finally, in addition to over-communicating, leaders must ensure that the answers to the six critical questions are reinforced repeatedly using simple human systems. That means any process that involves people, from hiring and firing to performance management and decision-making, is designed in a custom way to intentionally support and emphasize the uniqueness of the organization.  We will assist you in developing and implementing an approach to addressing your human systems in a way that supports and reinforces the clarity of your organizations culture and health.


In addition to these four steps, it is essential that a healthy organization get better at the one activity that underpins everything it does: meetings. Yes, meetings. Without making a few simple but fundamental changes to the way meetings happen, a healthy organization will struggle to maintain what it has worked hard to build.  We’ll assist you in structuring and experiencing great meetings.


Can a healthy organization fail? Yes. But it almost never happens. Really. When politics, ambiguity, dysfunction and confusion are reduced to a minimum, people are empowered to design products, serve customers, solve problems and help one another in ways that unhealthy organizations can only dream about. Healthy organizations recover from setbacks, attract the best people, repel the others and create opportunities that they couldn’t have expected.


At the end of the day, at the end of the quarter, employees are happier, the bottom line is stronger, and executives are at peace because they know they’ve fulfilled their most important responsibility of all: creating an environment of success.


If you’re interested in finding out more about our process and the specifics of how we assist organizations get healthy and gain that competitive advantage in their marketplace, please reach out to me at 408-410-0148, email at 408-410-0148 or find a time through the Calendy app on this website to grab a block of time to connect.


“It is not the critic who counts; not the man who points out how the strong man stumbles, or where the doer of deeds could have done them better. The credit belongs to the man/woman/team who are actually in the arena,”
President Theodore Roosevelt

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