Organizational and People Development!

As a function of HR, Organizational Development deals with how we can not only improve performance of individuals to enhance their specific contribution to the organization, but how we can create strategies that affect the developmentour human capital acrossthe organization leading tosuperior performance and ultimately meeting organizational objectives.

The barriers to this are mediocre or bad leadership, unclear or negative communication and a lack of teamwork, all which ultimately lead to an unhealthy organizational culture, setting the environment for dissatisfaction, mistrust and low motivation.

Many organizations do various types of training related to the creation of self-awareness, and as long as theseare not isolated to only a select few, these types of training do have an effect on the overall environment of and performance of an organization.

A recent DCI (Directive Communication International) study has confirmed that awareness of how we think, react, and understand our environment, has a profound effect on group dynamics and teamwork and therefore does create higher potential for improving overall organizational performance.

The study showed that an understanding of “How” our own roles, actions and reactions affectpeople around us, and an awareness of “Why” we are affected by the groups and people we work with, helps us to react less and therefore make more intelligent decisions and actions. This affects the environment because when we are acting more intelligently (assuming we have a knowledge and skill base to draw from), others also react less which results in the nurturing of a more cooperative environment with less stressandhigher levels of engagement and motivation.

Comment from Facebook from a Senior Manager at DELL who attended “The Hero’s Way” Leadership Self Awareness workshop YianNee Thong I am back to Penang. Here’s a photo of my team manager’s cube where he pinned up the posters. This Wednesday, in the townhall with my organization, I spoke about RAS and introduced them to Lizard and No Blame culture. They loved the sharing very much and the next day, I heard feedback from my team managers / leaders that the lizard has become a talk on the floor :-).

Ref: http://www.facebook.com/photo.php?fbid=4272739576399&set=p.4272739576399&type=1&ref=nf

The areas of awareness that were looked at in the study included environmental and genetic influences of brain psychology and how that affected an individual’s Personal Reality. Participants of this study identified that their relationship with their teams and subordinates improved and so did the overall moral of the teams after undergoing Directive Communication Psychology based training with various focuses such as leadership, communication, conflict management… The results did not significantly vary based on the training focus, but on the common denominator which was the awareness of brain psychology within those courses. The key to affecting the environment was the willingness of participants to share the learning’s with their teams which created a viral effect in the dissemination of the some of the solutions.

Viral effectsfrom these type of workshop perpetuate from the inherent desire each human being has to be successful and learn to be better people. Once awareness is initiated and solutions are provided to overcome circumstances identified and accepted as hindering success, the adoption stage kicks in.

Here, another Senior Manager from DELL shows his efforts after working with his team on factors that deal with Focusing on Objectives and not wasting time on Blame or Reacting to other’s Genetic Brain Processing Chong Ooi Cheng Came back from Bucharest to see new zones being setup!

Ref:

http://www.facebook.com/photo.php?fbid=10150999439268470&set=o.139107879453104&type=1&ref=nf

The study also looked at an additional group who were considered good leaders by their peers and were in the top 20% of the sample in both employee engagement and achieving objectives in their teams or departments, but did not undergo this specific type of training. This group also proved to be more aware of themselves and their effects on otherscompared to the group which was underperforming.

	This infographicshows the effects of awareness on an a organizations work environment and how more “Aware” individuals are the most effective Change Leaders Downloaded A larger version of this map at: www.ChangePsychology.net

A related study applying the Colored Brain model indicated the genetic vs. the environmental influence of Brain Psychology related to 3 factors that affect group dynamics, leadership and ultimately, Organizational Culture.
1. Influence Related toHabits
32.5% Genetic
67.4% Environmental
2. Influence Related to Communication
62.1%Genetic
37.8% Environmental
3. Influence Related to Interpretation
52.6% Genetic
47.3% Environmental

Understanding the depth of these influences helps us identify and deal with the issues required in the engagement and development of our people, and how to cultivate aware leaders across the entire organization to not only affect performance, but nurture a great organizational culture in the process.

To learn more about Directive Communication Psychology, please visit www.directivecommunication.com and www.carmazzi.net