We see it more and more and more in our corporations every working day. We see the symptoms of OADD: Inability to concentrate, loss of focus, distraction, and decreased employee morale. As the pace of change and new global challenges rise, this issue will become the primary management challenge in organizations. Uncoordinated activities from multiple directions causes confusion about how to make decisions. Uncertainty is a nemesis in a corporation. People are no longer agile – they are paralyzed, especially when everything is priority #1.
Sources of OADD
Uncertainty about organizational direction, along with disconnected organizational initiatives and simply too much change happening at one time contribute to this disorder. Organizations create their own chaos through ineffective management of competing programs and initiatives. Organizations create their own overload.
The Outcomes of Organizational OADD
An organization struggling with OADD will display incomplete projects, halted growth, inefficiencies, employee frustrations, and, ultimately, loss of market share.
So what is a leader to do to overcome OADD?
The best leaders truly understand critical organizational priorities. They spend time with their managers to gain insight into the key long term goals of the corporation – not just the strategic plan, but the real projects and initiatives that will yield the greatest financial and organizational results.Leaders need to clearly understand what their organizations want to achieve, irrespective of today’s hot projects. There will always be hot projects. Things go wrong, but if we simply focus on the things that are in our way we lose focus and never reject something else coming our direction.
The best leaders understand the true workload of their team. Understanding workload is sometimes a daily activity requiring a document that simply outlines the major projects and activities of the team. It is a hard discipline but a necessary discipline. Team members can tell whether you truly understand what they’re trying to accomplish or if you’re just waiting around for your next assignment. The best leaders understand the capacity of their people. People cannot work interminably without burning out, the upshot of which is loss of great employees.
The best leaders manage upwardly to prevent overload and maintain focus. It takes a great deal of managerial courage to say no. Clearly there are many ways to say no without insulting a leader, but any manager or leader who continues to take on more and more activities without considering the effectiveness of their team is chipping away at their own foundation.
Here are the specific actions I have taken to manage past the clutter to achieve the heart of organizational aspirations. Ultimately, it’s about the following managerial/leadership disciplines:
Provide maximum goal clarity. In some ways, a lack of leadership discipline causes OADD.
Maintain focus on your team – What is their role in the corporation? Why do they exist? What does the organization expect them to produce? As a leader, you know the answers to those questions, and you know the powerful value of maintaining focus in the midst of chaos.
Manage priorities – Your team looks to you to manage the priorities and take the heat.
Stay the course to get the job done – Sometimes you need to repeat the goals of the team until people no longer want to hear them. I’ve done it and people got frustrated … BUT! … They got the job done, and they got rewarded for top performance.
On a side note, watch for the social loafers in your organization who send work your way. There is always room to be a team player on a common goal that exceeds departmental boundaries, but … when one of your team members is asked to spend time on another team, ensure that their time is spent on the priorities you’ve set by assessing what the corporation really wants to achieve.