01 Dec

Global Leadership Summit 2012 – Health

Yes, I am a little larger than I need to be. My body is probably not as efficient as it could be. Enough about me and on to organisational health, as shared by Patrick Lencioni.

Patrick claims that understanding your organisational health status could be your biggest competitive advantage. People want to work at a healthy organisation. People are better motivated when part of a healthy organisation. Now, working for a Bible translation ministry, competitive advantage isn’t exactly where we are at. Having said that, I do believe we can still apply some of the principles and get on with our task more efficiently, more effectively and produce better quality work reaching more people with bigger smiles on our faces.

5 things he says we can measure when considering our health status.

  1. Minimise policy
  2. Minimise confusion
  3. High moral standards
  4. High productivity
  5. Low staff turnover

Not sure where we would rank on those things. I think my group has quite a low amount of policy… so much so, that I think there needs to be a bit more in some areas!  But then I have to also consider my aspie nature that is driven by rules and regulations,  a nature that likes black and white, a nature is not happy with uncertainty. (I know, I know, HOW DO I SURVIVE IN NIGERIA!!?!)

Other things that he mentioned along the way…

Strategy should be accessible to everyone. An interesting bit of timing as we were currently looking at Nigeria Group strategy, and International are in the process of re-working theirs. Some call it reinvention.

Over-communicate. It takes a person to hear a message 7 times before it sinks in. I have heard it said that we are an intellectual bunch and so we shouldn’t need a message repeating. RUBBISH. It might mean we only need to hear it 5 times instead of 7, but it still needs communicating multiple times, preferably in multiple styles and mediums.

Reinforce the clarity through human systems. What does our finance system communicate about our core values? What does our membership structure communicate about us? What does out staff manual communicate about us? What does our website communicate about us? If we try to say one thing, but all our systems point to something else, people are going to believe the systems not the words.

It seemed a long-winded way of saying, “Do what you say!” If you have made a decision about something, follow through all the way, to the last man.

So where are we with these things? I don’t think I can give you my thoughts, because there are so many different parts to our organisation. International could improve a few of these things, Nigeria Group could improve a few of these things, and I personally could improve a few of these things…

I might also look up some of Patrick’s other materials.

04 Mar

Aspergers and possession

New place, new environment, new job, new colleagues, new house, new school, new friends, new opportunities, all provide a chance to discover more about myself.
Post discovery of my Aspergers, it freed me to allow myself to be different. No longer do I wonder why I think and react differently, but instead the mission is to curb the over reactions, increase the tolerance and generally better cope with the hard situations.
There are certain things I have discovered that are not ‘normal’ (if normal is defined by how other people expect an adult to react and behave) but linked to how my brain is wired as an aspie (person with aspergers). I appear to have an over developed sense of possession – what is mine is mine – hands off.  It turns out I am not very good at sharing.
I like the familiar, I like having my computer, my phone, my place to sit at the table, my chair in the lounge, my bit of shelf in the bedroom, my blanket or even my jumper! I don’t like sharing food on my plate and I don’t like people reading over my shoulder.

What is odd, is that internally (and sometimes externally), I can react at unexpected things and sometimes I don’t even know why a situation or a request is causing me a ‘struggle’. Most of the time I can resolve the struggle in my head and get on with whatever is happening, occasionally I can’t or don’t and vocalise the struggle – not always bad, but not always good either!  The funny things is that I can have a reputation for those vocalisations, yet if people only realised how many times I don’t vocalise the struggle, I think I do really well – but when I vocalise it can be so unusual and out of the norm for people who don’t experience the same struggles that they can be perceived as outbursts; I guess they are -sorry to ALL those who have experienced such an outburst!
I’m not very good at sharing jobs either. I like to know what is mine and what isn’t mine. When we got married we identified very early on that cooking was a job better done by one of us at a time, not really good for both of us at the same time. If I have agreed and I am expecting to do a job, to find someone else has done the job – even if they are trying to help me. I experience that struggle as if something has been stolen from me, a sense of injustice related to my constant struggle for self-preservation – also known as selfishness.

More later on other things I’ve picked up over the past 18 months.

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