BUILDING ORGANISATIONAL CAPABILITIES

Business improvement through behavioural change

Achieving sustainable and profitable organic growth requires more than new ideas, innovation, and strong execution. Rather, organic growth exemplars embed a set of institutional capabilities and a growth culture that define the organization and that are key enablers to realizing advantaged performance.
Building organisational capability focuses internal organisational processes and systems on meeting customer needs and ensures that the skills and efforts of employees are steered toward achieving the goals of the organisation as a whole. Organisational capability & coherence doesn’t come overnight, there are no quick fixes, management speeches or simple workshops. It involves adopting certain principles and attitudes, which in turn shape and guide management behaviours. It’s a way of thinking as well as doing and the first step is recognising the link between competitiveness, high performance and people management strategies.

CREATING VISION, MISSION AND STRATEGY

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ORGANISATIONAL DESIGN

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BUSINESS PROCESS OPTIMISATION

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ORGANISATIONAL CLIMATE AND CULTURE

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TRUST AND ENGAGEMENT

Trust and Engagement is about effective organizations

Workplace trust can be defined in a number of ways but we like the definition used by the Human Capital Institute (HCI):
“the willingness to put oneself at risk based on another individual’s actions”

There are at least two big reasons why trust matters: • Productivity (teams that trust each other outperform teams that don’t) • Engagement (“a positive, fulfilling, work-related state of mind that is characterized by vigor, dedication, and absorption”, Schaufeli & Bakker, 2010.)

Organisations need more engagement at work focused on business results. They need leaders, managers, supervisors, and employees who will take time to go above their core job roles if the business is to remain competitive in the global economy. However, you cannot expect a magic formula to make engagement happen. It will be a long journey that starts at the top of the organization and moves its way throughout the business.

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Supera can help you to find out new methods which promote and maintain the engagement of your workforce and ultimately increase the overall performance of your business.

A systematic approach to employee engagement begins with the leadership team.

The past decade has witnessed a sharp increase in scientific studies on engagement (Albrecht, in press; Bakker, Schaufeli, Leiter & Taris, 2008).
This research has shown that engagement is related to bottom line outcomes such as job performance (Bakker & Bal, 2010; Halbesleben & Wheeler, 2008), client satisfaction (Salanova, Agut & Peiro, 2005), and financial returns (Xanthopoulou, Bakker, Demerouti & Schaufeli, 2009; for an overview, see Demerouti & Cropanzano, 2010).

Using metrics effectively to measure your employee engagement can create a world class engagement strategy for re-involving disengaged employees, to prioritise and lunch customized actin plans.