Based on the answers you submitted in the survey, it’s likely your organization has slipped into some unhealthy habits. Companies who fall in this range typically have seen some growth and are now experiencing significant pain points across the organization. Use the examples below as a guide to measure against what you’re experiencing on a regular basis in your organization.

CEO & Executive Team Leadership

Healthy organizations have one thing in common – the CEO is freed up to lead rather than being tied up in the day to day issues.  A CEO capable of and allowed to define the strategic direction keeps the organization poised for success. A CEO must have strong, autonomous, capable leadership surrounding them in order to be successful long-term. When CEOs spend their time dealing with minutiae and fixing problems, the organization is much more vulnerable to changing market forces and competition. When organizations struggle in this area, it is a harbinger of problems to come as the CEO becomes fatigued, leadership becomes frustrated, and tensions spill out to impact the larger team and ultimately the customer.

Culture & Performance

Organizations require happy, high performing employees at all levels in order to truly succeed. When an organization has a less than healthy culture, it impacts all areas of the business. A company is only as good as its ability to attract and retain high quality team members. When culture is an issue, performance will suffer. And nothing negatively impacts a culture faster than failure to resolve performance issues. In unhealthy organizations, talented, high potential team members are often the first to leave, knowing they can find a better scenario elsewhere. If left unchecked, this quickly becomes a vicious cycle, with talent leaving, performance suffering further, more talent leaving, and so on. Customers are not generally the first to feel the negative impact, but their experience is very quickly degraded as focus shifts from them to internal issues, further hindering the organization’s success.

Next Steps – For Your Consideration  

For organizations that are “slipping,” it’s important to resist the temptation to find the solution on your own. If there’s a financial emergency at play, the CEO and staff will likely need to intensely focus on turning around the numbers as quickly as possible. Just be careful not to stay in that place for too long, or else you run the risk of compounding the underlying cultural problems. If the financial status of the organization is generally healthy, here are some areas where you could potentially invest your time to start turning things around:

  • Evaluate your personal presentation: how you show up, how you lead, the tone you set in meetings and on-site around the office.
  • Look at relationships with the leadership team: are you prioritizing organizational performance or friendship?
  • Identify whether or not the organization is “slipping” because of an erosion of foundational cultural values or simply because of natural market downturns. Also, be sure to identify whether or not “benign happiness” among the staff isn’t being confused for misery.
  • Check your playbook. Maybe it’s time to re-evaluate your large-scale strategies.
  • Are there other outside forces at play such as new competitors?
  • What outside resources are you engaging to help you?

Want to discuss your survey results in depth?

Reach out to me to schedule a free 30-minute discussion. I’d be glad to take a closer look at specifics within your organization that might be causing some slipping potential in your organization.

During our time, we’ll address your questions around:

  • Organizational culture
  • Leadership team dynamics
  • CEO lifestyle and effectiveness
  • Organizational performance

About me: My name is Kirk Lohmolder, and I’ve spent the better part of my career in executive leadership, guiding teams through business development, strategy, marketing and sales opportunities. Now I’m investing my days meeting with CEOs who need someone who can get a pulse on organizational dynamics and provide tangible, action-oriented insight. Learn more about me here on LinkedIn.

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