Involvement

When we examine INVOLVEMENT we are focussing on:

EMPOWERMENT – do people feel informed and involved in the work that they do and do they ultimately believe that they can have a positive impact;

TEAM ORIENTATION – the extent to which teamwork is encouraged and practised; and

CAPABILITY DEVELOPMENT – the degree to which we are building our internal talent and improving the ‘bench strength’.

What does high performance look like in the INVOLVEMENT domain?

Involvement is about ensuring that people are connected to their work and aware of its importance and its impact on the rest of the organisation. Organisations with strong involvement have leaders who are willing to trust their people, and staff who are comfortable to accept greater responsibility and are confident about their ability to work with people outside of their immediate circle. Work is achieved through developing and empowering people, rather than relying on hierarchies or a ‘command and control’ approach. Involvement in the Denison model has three components and high performance in each may be described as:

EMPOWERMENT – Individuals have the authority, initiative, and ability to develop and manage their own work. This helps create a sense of ownership and responsibility toward the organisation, and self-leadership in service of organisational goals.

TEAM ORIENTATION – Is about recognising that no single individual can hold all the skills, experience and perspectives necessary to solve the most complex problems and challenges facing organisations today. Team orientation is about working collaboratively in a way that brings together the diversity and breadth of attributes necessary for both timely and effective action.

ORGANISATIONAL CAPABILITY – The organisation is continually investing in the development of employees’ skills in order to stay competitive and meet ongoing business needs. Continued development ensures people feel valued and supported and underpins effective empowerment at all levels.