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The Power of Organizational Focus

Oct 20, 2015 by Andy Kanefield 0 Comments

the power of organizational focus blog

The 2015 Gathering of Games was a huge success in my mind – in many ways because I learned something new with each person I talked to or spoke with.

On that note, I’d like to thank all who came to Calming Your Monkey Mind, The Power of Organizational Focus. It was truly my pleasure to chat with and learn from each one of you.

What I’ve learned about the Great Game continues to inspire me for two reasons:

The Power of Organizational Focus

In regards to the second lesson, here are a few that resonated strongly.

  • Give everyone a voice. Everyone deserves to have “a voice in saying how the company should run,” which is why we encourage all of our clients to ask everyone – from the boardroom to the backroom – about the strengths of their company and the barriers to success. When leadership doesn’t show an interest in what the front line knows about the business – especially its customers – everyone’s work is less effective.
  • Create a business of “business people.” The ultimate goal should be to create a business full of business people who think, act and feel like owners. There is a direct correlation between the inclusion of stakeholders in defining an organizational identity and the ability and desire to act like owners
  • Focus on what matters most. Bringing organizational focus to the things that matter the most is a great antidote to a monkey mind. Here are two ways to do just that:
    • Include people in creating your value proposition.
    • Build on that inclusion by treating people like owners and holding them accountable to acting as such.

Events like Gathering of Games are great places to start conversations. For those who would like to continue the conversation about organizational mindfulness, I would love to hear from you at andy@dialect.com. Email me for an assessment for your organization and senior leaders, free to those who attended Gathering of Games!

Thanks again for welcoming me to the Great Game of Business community.

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Andy Kanefield
Written by Andy Kanefield

The genesis of Dialect, Inc. was an integration of what Andy learned as the parent of a son, Parker, with special needs and as a partner in an advertising agency. As a parent, Andy learned about the brain, development, strengths, and that there are certain patterns to how our brains are wired. As an advertising executive, Andy noticed that often organizations weren’t wired to deliver what they promised to customers and were often out of sync internally because there was no intentional, coherent system that tied departments and people together. The integration of a systems perspective for organizations and the built-in filters of individuals led to the development of a model for promoting organizational sync. Andy serves as a board member of The St. Louis Arc, a non-profit agency dedicated to helping individuals with special needs and their families. Prior to the founding of Dialect in 2003, Andy was a partner in a branding company for 14 years. Andy served for many years on the board of Earthways, an environmental education and consulting organization, served as President of the St. Louis chapter of the American Association of Advertising Agencies, on the board of The Belle Center – supporting children with special needs, and was on the marketing committee of the Missouri Botanical Garden. Andy received his B.A. in Sociology from the University of Colorado and has completed behavioral training from the nationally-recognized Judevine Center. Andy has had speaking engagements in both corporate and academic settings.

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Our approach to running a company was developed to help close one of the biggest gaps in business: the gap between managers and employees. We call our open-book approach The Great Game of Business. What lies at the heart of The Game is a very simple proposition: The best, most efficient, most profitable way to operate a business is to give everybody in the company a voice in saying how the company is run and a stake in the outcome. Let us teach you how to develop a culture of ownership, where employees think, act and feel like owners.
 

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