Organizing Internal Involvement

“An organization’s ability to learn, and translate that learning into action rapidly, is the ultimate competitive advantage.”

– Jack Welch, former Chairman and CEO of General Electric

When focusing on involvement, there can be a number of questions guiding you aside the basic “Who do I want involved?” Deciding who is best to address certain needs of a business is a multifaceted process but an essential one. The simple question to be answered is “who is best for the job?” Though this works a majority of the time, this is only one way to go about efficient involvement management. Proper involvement comes with understanding the scope of your business at its fullest scale, and therefore understanding the perspectives of all your employees working for a shared success.

There are a number of ways to look at this process, one of those being on a purely personnel management level. This process takes not only work production into account but also personality and chemistry traits. Oftentimes there may be someone “best fitted” for a task based on their surface level ability, but in reality your business as a whole does not exist in a vacuum. This means that while this person may be able to perform this task efficiently, their time may be better used in another area that is more needing of their ability. Every area of involvement should, in this way, work in harmony with one another in order to achieve the maximum amount of production.

When determining efficient involvement organization, especially among groups of people, a proper understanding of their leadership and working styles is a must. Stronger personalities tend to butt heads when grouped together for tasks that involve significant teamwork. But while traditional understanding is to separate these types (which is still a viable quick fix), potential success can be found in working through these difficulties with proper communication. If both personalities are aware of the involvement process in its entirety, including the concern for potential conflict, there is potential for positive dialog, understanding, and ultimately an even stronger output of production.

As with most business decisions, proper communication (even in the involvement process) can help avoid potential pitfalls. While relaying every step of the process isn’t necessary for solid communication, a baseline of clear reasoning and organizational philosophy goes a long way in achieving a common understanding for all those involved.