*Organizational Attention Deficit Disorder is an organization’s inability to focus on the critical few, accepting any and all projects as worthy of priority #1 effort, resulting in employee burnout and organizational ineffectiveness.
As I continue to analyze this complex but growing issue, I want to drill down on some of the key sources of the problem. Here are a few examples:
- The introduction of new IT systems for manufacturing, finance, HR, and operations cause much disruption in organizations, resulting in confusion and disorder.
- The development and distribution of policies, programs, processes and practices from any and all teams without a coordinative center cause confusing among middle managers trying to implement ... everything that is sent to them!
- The immense amount of change happening in any organization at one time is a major source of OADD.
- Management changes cause disruption, since people are uncertain about what priorities will matter to a new leader.
- Organizational restructuring causes disruption, since people will focus on their next job rather than the work at hand.
- Executive teams are sometimes 'at odds' with one another, creating uncertainty in the ranks. People wonder 'who will come out on top' in a organizational battle for dominance (yes, it happens ...) and thus play a 'wait-and-see' game.
- Early analysis is the key to a long-term strategy. Shoot-from-the-hip strategies often fail and cause chaos in organizations.
- Providing clear direction is the key to organizational focus. The opposite is also true.
- Air-traffic controller activities are a mandatory exercise. The collision of conflicting organizational strategies is dangerous.
- Hard-edged decision making assumes some feathers will be ruffled, but the organizational battle cannot be won with infighting.
- Especially in the midst of organizational change, executives play the role of gatekeeper and decision maker to ensure employee clarity.
Managing Organizational Attention Deficit Disorder