Organizational Capital

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Organizational Capital

• The capacity of an organization to effectively
  and efficiently achieve its objectives and move
  toward fulfilling its vision.

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Capital Domains

• Fundamentally there are three domains of capital
  that need to be continuously developed to achieve
  a high level of Organizational Capital.

Social
Physical
Human
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Building Components

• Three components are used to build
  organizational capital.

External
Internal
Leadership
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Leadership Excellence

• How do we strive to become better leaders?
• Understanding
• Assessing
• Improving

External
Internal
Leadership
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Understanding
Two Questions? What do we know about our
leadership abilities? What do others know about
our leadership abilities?
Known


Self
Unknown
Known
Others
Based on the Johari Window of Interpersonal
Development
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Known v. Unknown
Known
Facade Arena
Unknown Blind Spot
Self
Unknown
Known
Others
Based on the Johari Window of Interpersonal
Development
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Moving Towards Known
Facade Arena
Unknown Blind Spot
Known
Feedback
Self
Unknown
Known
Others
Based on the Johari Window of Interpersonal
Development
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Assessing

• Observed behaviors
• Anonymous
• Easy to administer
• Results for your use
• Multi-rater strategy

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Multi-Rater
Self
Direct Reports
Supervisor
Peers
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Single v. Multi-Rater

• Single-Source may.
• Be self-serving
• Reflect bias
• Not have observed
• Avoid confrontation
• Vary from source

• Multi-rater tend to.
• Have balance
• Remove bias
• Be those who know
• Promote honesty
• Present fuller picture

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Use of

1. Identification of areas of strength and concern
2. Comparison to peer group
3. Creation of Personal Development Plan (PDP)
4. Build Organizational Capital

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Process
Introduction
Consultation
Creation (PDP)
Presentation
Revision
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Distribution Packets

• 360 Feedback Packets Include
• Introductory Letter
• Frequently Asked Questions
• Individual Instructions
• Signature Sheet

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Collection

• All On-line
• Battery of Items and Open-ended sections
• Requires Access Code
• After 1st week you are asked to remind
  participants
• You are given access codes to handle lost
  instructions

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Consultation

• Understanding the data (What do the numbers and
  comparisons mean?)
• Dealing with the information (Am I surprised or
  does this confirm what I think?)
• Raising new question (Why do others view me this
  way?)
• Addressing the 360 feedback data (What do I do
  next?)

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Creation of Personal Development Plan

• Reflect on results
• Set priorities
• Create action plans and timelines
• Anticipate barriers
• Act on the plan

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Presentation and Revision

• Identify Best Practices from Results
• Presentation of Best Practices
• Use data to revise PDP

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Process
Introduction
Consultation
Creation (PDP)
Presentation
Revision