Sustainable Organizational Models
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Framework
Sustainable Organizational Structure vs running a sustainable business
Despite being interconnected, the notion of a Sustainable Organizational Structure is often confused with the nature of the organization's business. While an organization may not adhere to established sustainability practices across its production value chain, it can still ,howbeit more difficult, cultivate a culture and shape an internal organizational framework that promotes sustainable growth and employee development while catering to the company’s financial goals.
A significant gap between running a non-sustainable business while trying to foster a sustainable organizational culture can cause issues with authenticity and external perception of the company values.
SUSTAINABLE ORGANIZATIONAL MODELS
THE HOLY THE GRAIL OF ORGANIZATIONAL MANAGEMENT
Well sustainable organizational models are de facto are those specifically designed to balance out the interest of all stakeholders being involved:
-
the SHAREHOLDERS which most of the time (just not to say all the time) are looking after growth;
-
the EMPLOYEES who are also after their own personal development, trajectory , work gratification and remuneration ( those can really come in any order for each individual employee)
-
the CLIENTS & CONSUMERS which (sometimes, not always not at all) consume base on values.
So in order to check all of those boxes organizations have to take a long hard look at how they operate and structure to themselves to balance out interests which don’t always align sometimes mutually exclusive and above all tackle/offset difference through communication and authentic leadership (yep, that one)
SUTAINABLE CAREER DEVELOPMENT
THE HOLY THE GRAIL OF ORGANIZATIONAL MANAGEMENT
Well sustainable organizational models are de facto are those specifically designed to balance out the interest of all stakeholders being involved:
-
the SHAREHOLDERS which most of the time (just not to say all the time) are looking after growth;
-
the EMPLOYEES who are also after their own personal development, trajectory , work gratification and remuneration ( those can really come in any order for each individual employee)
-
the CLIENTS & CONSUMERS which (sometimes, not always not at all) consume base on values.
So in order to check all of those boxes organizations have to take a long hard look at how they operate and structure to themselves to balance out interests which don’t always align sometimes mutually exclusive and above all tackle/offset difference through communication and authentic leadership (yep, that one)