1. The Advantage – Why Organizational Health Trumps Everything Else

2. Who’s here? Your name What you do
A movie you’ve seen in the past 6 months that you really enjoyed…(and that wasn’t Star Wars)
Talking Points:
We have gone from :
An Idea, to
A concept tested in pilot form, to
Implementation of community partnerships in selected communities/”cones”, to
Broad regional and community awareness of our methods and intentions, to
A conviction that we are on the right path.
We continue to get good results but are not proof point – success-without-a-doubt” across all geographies to persuade all to continue to fund CI – perhaps years away.
We focused too much on schools/neighborhoods - particularly at expense of higher level of superintendent-led support (make CI a district priority to support school level buy-in).
We have had unrealistic expectations on how fast we were going to get system wide results. [BC – I’m not sure I agree – Board? Staff? Funders?]
Growth plan isn't financially sustainable given current projected expense projections assuming 4 schools per year expansion.

6. The Tools…

7. The Tools… http://www.tablegroup.com/organizational-health
Super cool stuff you can use for FREE!

8. Healthy vs. Smart Pat Pick #1
“Organizational health is about making a company function effectively by building a cohesive leadership team, establishing real clarity among those leaders, communicating that clarity to everyone within the organization and putting in place just enough structure to reinforce that clarity going forward.”

9. Healthy Vs. Smart video

10. The Four Disciplines Pat Pick #2
“An organization doesn’t become healthy in a linear, tidy fashion. Like building a strong marriage or family, it’s a messy process that involves doing a few things at once, and it must be maintained on an ongoing basis in order to be preserved.”

14. Build a Cohesive Leadership Team
Pat Pick #3
“An organization simply cannot be healthy is the people who are chartered with running it are not behaviorally cohesive in five fundamental ways. In any kind of organization, from a corporation to a department within that corporation, from a small, entrepreneurial company to a church or school, dysfunction and lack of cohesion at the top inevitably lead to a lack of health throughout.”

18. Create Clarity Pat Pick #4
“In addition to being behaviorally cohesive, the leadership team of a healthy organization must be intellectually aligned and committed to the same answers to six simple but critical questions. There can be no daylight between leaders around those fundamental issues.”

19. Six Critical Questions

23. Overcommunicate Clarity
Pat Pick #5
“Once a leadership team has established behavioral cohesion and created clarity around the answers to those questions, it must then communicate those answers to employees clearly, repeatedly, enthusiastically, and repeatedly (that’s not a typo). When it come to reinforcing clarity, there is no such thing as too much communication.”

27. Reinforce Clarity Pat Pick #6
“Finally, in order for an organization to remain healthy over time, its leaders must establish a few critical, non bureaucratic systems to reinforce clarity in every process that involved people. Every policy, every program, every activity should be designed to remind employees what is really most important.”