Purpose Evolving and Whole Organizations
🔥 Mission driven climate tech organizations have specific needs…
- Ability to continuously and intentionally evolve their strategy to meet their intended purpose.
- Capacity to work with and beyond shareholders, partners, customers, products, and services.
Skilled at integrating relevant insights from multiple stakeholder perspectives (environmental, community, socio-political, cultural) to make an impact. - Evolving collectively capacity to sense into, make sense of, and respond effectively to the inherent complexity of climate action.
âś… Our Offer – Examples…
- Vision and Mission: Mission driven organizations must surface and publicly name their intended long term vision and mission to allow themselves and others to understand and build coherence around their orienting purpose.
- Values and Strategy: Even if the Vision and Mission is clear, the way forward isn’t… organizational values show how the organization is developing itself to embody and meet the demands of the Mission and Vision. Strategy is an extension of these values and act as a transparent set of operational principles for day to day work and goal setting.
- Progression Levels: Defining cross-functional developmental goals that articulate growth and progression for all individuals (intern to CEO) by taking into account increasing levels of accepted responsibility and influence (as opposed to authority and power) and aligned with increasing levels of complexity and expertise.
Self-Managing Systems and Teams
🔥 Self-managing systems and teams are built within an organization to develop autonomy, empowerment, and accepted responsibility (as opposed to adopting power-over dynamics of “management and accountability”).
âś… Our Offer – Examples…
- Fully self-directed review and feedback. This system invites all individuals to develop their own performance review by setting goals, self-assessing, and then inviting feedback from peers on that self-assessment. With the goal of integrating feedback and continuous improvement of goals on an ongoing basis.
- Open and transparent work systems. These systems invite work items, priorities, as well as triage / intake criteria to be visualized transparently in real time throughout the organization (individual, team, org wide). Such systems are adopted by and with the people doing the work who must accept responsibility to balance timely and effective communication of work with getting work done.
- Reflection practices. Integrating intentional reflection systems (e.g. targeted retrospectives, 1:1 coaching, etc.) within the organization is foundational. Organizational values shift from cognitive concepts directly into intentional practices aimed at embodiment at all levels – with the individual, within and across the team, in partnerships, and with stakeholders.
đź“© Intrigued?
- Reach out to us at info@insideoutagile.ca to book an intro call.
- Rates are flexible based on the value of the offering and overall effort to meet the goals established for the engagement.
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