How are we doing as an organization? Are we successful? Are we doing a good job? How do we know? Perhaps we need an organizational selfie; a snapshot using data not pixels. Smile!
In our selfie culture we are accustomed to seeing self- and group-portraits. Some are formal and others are whimsical snapshots. No matter, anyone with a digital camera can show the world “This is me!” It is fun and it can be informative. Selfies can show us how we want to be seen. Selfies also can inform us about how others see us.
An organization selfie serves the same purpose. It displays the image that the organization puts forward to the world at large. I posit that this image has five dimensions. The first dimension is the stated purpose, mission, and function of the organization. This is the formal portrait of “this is why we exist.”
The second dimension is the face that the organization wants the world see. This is a staged set of snapshots that capture the organization at its work. These snapshots typically are full of people and smiles. This snapshot shows “who we are.”
The third dimension is the data snapshot. Data tell as many stories about an organization as its portraits of purpose and people. Data show the quantitative and qualitative profile of how well the people of the organization perform the purpose of the organization. Where smiles are friendly and warm, data seem impersonal and cold. However, data tell clear stories of “this is what we do.”
The fourth dimension is an organizational selfie response. This dimension displays “this is what the public thinks about our organization.” The fourth dimension are snapshots of people outside the organization looking at the organization and considering their cognitive impressions of the organization. This selfie is “what do people think about us, who we are, and what we do?”
The fifth dimension, like the fourth, is a response selfie. This dimension displays “this is how the public feels about this organization.” The fifth dimension is emotional and visceral. It may mirror or be completely different than the cognitive dimension, because feelings about the organization may vary from thoughts about the organization. This selfie is “how do people feel about us, who we are, and what we do?”
Healthy and dynamic organizations inspect these five dimensions with regularity. It is pleasing to see validation. It is reassuring to learn that there is congruity in the line up of purpose, composition, quantifiable and qualifiable data, and how the public thinks and feels about the organization. Validation gives confidence for continuity.
It is equally valuable, perhaps more valuable, to learn of incongruities. Self-analysis opens opportunities for affirming organizational qualities and addressing things that need to be changed in order to re-achieve congruity.
- Are we doing what we purport to be doing? Is our purpose still viable today?
- Are we who we believe we are? Are we skillful? Are we diverse? Does the composition of our membership contribute to fulfilling our purpose?
- What conclusions do we reach from the data created by our productivity? What strengths are displayed by the data? What weaknesses? How should we respond to the data? How will we respond to the data?
- Does what the public thinks about our organization match our self-image?
- Does how the public feels about our organization match our self-image?
- And, most importantly, what are we prepared to do now?
Everyday we observe selfie pictures posed on social media. Now and then, we ponder “What does the person/people in this selfie really think about what they have posted? Is this really them?” It is good to ponder the same about an organization. How an organization responds when looking at its five dimensional selfie is very telling about the integrity of the organization.