What makes for a Quality Organization; Senior Leaderhip Capability?

http://www.ascent-advisor.com/web-seminars-ideas.html
http://www.bizvision.com/webcast/prod/4695


Last week I attended a free webinar about what makes for a successful and an unsuccessful company.  It was entitled Mastering Change within 100 days and presented by Ascent Advisors. The weblink above is a tape of that webinar.   I saw the presenter at a BYU forum two weeks ago present his life story and how he's reinventing himself in his new career endeavors. The second link above is the tape of that Connect the Dots forum.   The title of the first webinar about Mastering Change in 100 days intrigued me.  The webinar presentation was a tasty morsel that made you want to ask for more information.  The author of the book and presenter is Juan Riboldi.  He talks about the 5 root causes of a struggling organization:  Low trust, lack of focus, poor capability, weak commitment and delayed or non existent results.  He also posits that with his intervention strategies a company can have up to 4X ROI in 100 days.  He also indicates that 70% of the change initiatives aren't successful because they are not focused on the 5 principles of success: building common purpose, clarifying trust, developing capacity, inspiring commitment and achieviing results. 

This seems obvious that the solutions to the problems are just correcting the problems.  However, it seems that those companies failing to do so might think they're focused on these solutions.  Sometimes the larger more bureaucratic organizations can't right the ship quickly because of their size and burearcratic thinking/silo protection of senior leaders.  I see another concern when companies try and hire clones of their existing workforce who won't rock the boat; won't be disruptive or challenge the status quo. These companies say they want people who will bring them profits and revenue growth but they don't want someone in the organization that isn't a team player.

I've volunteered to teach a college class about assessment centers and performance and have developed the audit outline of what makes a successful organization using the Baldrige 7 excellence criteria.  The students in the class will be looking at a Senior VP of HR job description and using a Baldrige perspective will be asked to show where the description and possible recruitment/selection instruments can be improved along Baldrige leadership principles.  Ribaldi's 5 principles of success are found within the more comprehensive Baldrige example.  I'm a few days away from finishing my analysis.  When it's done, I'll insert my findings in a boxnet file and attach to this post.  I'll compare my findings with that of the class.