Discuss how an organization does or does not provide for momentum. Momentum in an organization is the feeling among the employees that their lives and work are intertwined and moving toward a...
Discuss how an organization does or does not provide for momentum.
Momentum in an organization is the feeling among the employees that their lives and work are intertwined and moving toward a recognizable and legitimate goal. Research reveals that momentum comes from a clear vision of what the organization ought to be, from a well thought out strategy to achieve that vision and from carefully developed and communicated directions and plans that enable everyone to participate and be publicly accountable in achieving those plans.
An organization provides for momentum when the goals and mission are clearly defined and show that the end result will be beneficial for all of those who are involved.
When an organization wishes to move from good to great the endpoint must serve as an indicator of what needs to be done to get there. For example, if the goal of the organization is to achieve a specific recognition, there must be a definition of the importance of such recognition that demonstrates to all involved the importance of their role in the action plan.
When a leader maps out the action plan, the momentum starts when the employees see clearly what their part is in the plan. The map should include the specific names of the employees, their department, and their duties. These names and departments should also be visibly connected to the goal. A timeline should also be included in the action plan map, and the goal should be at the center of it all.
Once the map is explained, ongoing observations are necessary to ensure that things are being done. Weekly meet-ups, feedback, and growth charts that are visible to everybody in the organization are essential to maintain the momentum once it has been built. Small rewards should also be given to those who show a clear dedication to the goal. Most importantly, the leader must praise and encourage every single employee equally to demonstrate that the employee is part of a bigger cause and that he or she is equally important.
Organizational momentum is often lost when the goal is not clear, and when only a few people are tasked to carry out the plan of action, leaving others behind. The idea of momentum is for everybody to buy into an idea; whenever the word “everybody” becomes “some people”, momentum is officially lost. Resentment begins, questions arise, and the goal is no longer important because it is not “our goal” but “their” goal. If others are going to be tasked to work to win something, then it is only logical that they will be the ones to take the credit and enjoy the results.
- a) clarity of the goal
- b) leverage of all employees
- c) feedback and delegation to everybody
- d) plan of action and timeline
are the keys to build and maintain organizational momentum.