Patrick Lencioni describes organisational health as the single most significant advantage any company can achieve. Despite this, many leaders seem to ignore its importance, even though it simple, free and available to anyone who wants it.

In my last series of blog posts, I discussed the processes I use to help my clients create a strong organisational culture. This starts with a business defining their core values and vision and then ensuring that everyone in their team is on board with these values and rowing in the same direction.

In my last blog post, I focused on how your organisation’s core values should be embedded through your entire team. From hiring to firing and everything in between, your company values should underpin every decision you and your team make.

Your organisation’s core values underpin your company’s identity and should guide your decision making in all areas of operations. This means you must always ‘hire, fire, review, reward and recognise people with your core values at the forefront of your mind’.

Your company's vision encompasses who your organisation is, where you are going and how you are going to get there. While many leaders may have a clear idea of what the company vision is, when there are several members of a leadership team, it sometimes means there are several different, often conflicting, visions.

Motivating your employees is not a one-off process. It should be a routine exercise as motivated employees are critical to the success of your business.