Organization Sensitivity
Showing awareness of the consequences of one’s choices, decisions and actions for parts of or the entire organization.
knows how organization functions
is aware what goes on in the work environment
is able to look beyond the team or department
understands the relationship between his/her own work and that of his/her colleagues and takes this relationship into account
reflects on the possible consequences of new procedures for his/her colleagues in advance
understands relationships within the team and unit
understands procedures with clients and adjusts his/her routine accordingly
understands how procedures in various departments complement and affect each other
anticipates the consequences of his/her actions and decisions for the performance of other departments
uses informal circuits that exist within the organization
understands what employees have formal and informal influence on decisions that are made
knows how to pass on information that is relevant to the organization to the right contacts
understands the importance of change processes for all stakeholders
quickly discerns different cultures in external client organization and adjusts his/her approach accordingly
knows which influential contacts to approach in order to bring the organization to people's attention
quickly understands hierarchical structures in relevant boards and committees
is able to handle ambiguity and unclear power relations
Organization sensitivity can be easily developed if the candidate has a more than average score (7,8,9) on the drives Conformity and Sociability & contact.
How did you stay informed over the last few months about the events and developments that take place in your organization or department?
Which conflicting interests do you see in your organization?
What problems has your department dealt with in the past? How did you approach those problems? What would you do differently next time?
What are your organization’s most important values and principles and how do you practically implement them?
With which departments do you deal most? When?
Take some time to think about future developments in the market and their implications for your job or organization.
Discuss the organization’s long term vision with others regularly.
Try and engage in activities such as networking or discussing the latest developments with colleagues that contribute to the organization’s vision and strategy development.
Always back up your organization in front of outsiders.
Ensure your candidate gets an assignment to visit an important client and ask him which developments are taking place in his organization. Encourage the candidate to think about opportunities these developments might generate for his own organization.
Tell your candidate about resources you use in order to stay informed: newspapers, magazines, the Internet and so on.
Encourage your candidate to find out what goes on in the organization in political, economical and social respects and what these developments mean to him directly.
Encourage your candidate to ask others for 360º feedback. What do they think of his organization sensitivity? What goes well and what could be improved? Discuss the results with the candidate.
FAQs
Showing awareness of the consequences of one’s choices, decisions and actions for parts of or the entire organization.
- How did you stay informed over the last few months about the events and developments that take place in your organization or department?
- Which conflicting interests do you see in your organization?
- What problems has your department dealt with in the past? How did you approach those problems? What would you do differently next time?
- What are your organization’s most important values and principles and how do you practically implement them?
- With which departments do you deal most? When?
- knows how organization functions
- is aware what goes on in the work environment
- is able to look beyond the team or department
