De organisatie van het maatschappelijk middenveld in de nieuwe realiteit
In december schreef ik over de “onrust” die in het maatschappelijk middenveld heerst en dat dit leidt tot andere samenwerkingsvormen leidt maar ook tot andere organisaties en benodigde skills voor de managers en leidinggevenden. In dit stuk ga ik hier nader op in, waarbij ik mij iets meer op de corporaties zal focussen dan de vorige keer.
Organisatie: focus op de bedoeling en …
Kernpunt voor de nieuwe corporatie in de nieuwe realiteit (snel, dynamisch, ICT-georiënteerd) is dat ze allen op zoek zijn (gegaan) naar een nieuwe koers/visie/strategie. Heel vaak hoor je dan dat ze zich meer moeten richten op de “bedoeling1”, het doel waarvoor we ons werk eigenlijk allemaal doen. Over deze bedoeling, betaalbaar huisvesten van huishoudens die dit niet zelf kunnen, zijn we het wel snel eens, maar de weg daarheen, de strategie,levert discussie op.
Ik ben van mening dat deze nieuwe strategie ook een zeer flexibele moet zijn. Door de organisatie of toezichthouders wordt in dit kader vaak gevraagd naar duidelijkheid, de welbekende “stip aan de horizon”. En deze blijkt vaak ook niet goed haalbaar als we een jaar verder zijn, omdat nieuwe regelgeving of eigen inzichten veranderd zijn. In de nieuw dynamische wereld bestaat deze m.i. niet. Er is eerder sprake van een “wolk” of “streep” aan de horizon.
Een recent corporatievoorbeeld: Mochten we in de nieuwe Woningwet geen middeninkomens meer huisvesten. Hebben we net de administratie Daeb/niet-Daeb gescheiden en roept het Planbureau voor de Leefomgeving dat corporaties ook weer delen van de middeninkomens moeten gaan huisvesten, want ze komen nergens anders aan de bak. Sta dan ook niet vreemd te kijken als (ik hoop het) hier iets over wordt geschreven in het nieuwe regeerakkoord en dat “we” onze strategie weer moeten bijstellen.
Mijn mening is dan ook dat we niet weer een nieuw “stip”-strategie moeten gaan maken, maar onze strategie zodanig slim en ruim opstellen dat we dergelijke beleidswijzigingen kunnen opvangen binnen de strategie. Hoe ? Dat verschilt per type organisatie en vergt maatwerk.
Dit kan je doen door:
- Bij de formulering en vaststelling van de strategie hier al rekening mee te houden. Beperk je tot de belangrijkste kritische succesfactoren en houdt daarbij rekening met de nodige (risico)marges
- Sta regelmatig, minimaal jaarlijks, stil (op alle niveaus in de organisatie!) bij de actualiteit van de strategie voor de organisatie. Maar ook voor de individuele medewerker!!
- Innovatieve kracht, creativiteit en zelfoplossend vermogen maken onderdeel uit van de kerncompetenties van medewerkers. Blijf deze ontwikkelen, maak hier plannen voor met elkaar !!
- Stimuleren van zelfsturing levert creativiteit op. Weeg de creatieve van medewerkers altijd met elkaar goed af en zet ze af tegen de strategie.
Voor de mensen die werkzaam binnen de organisaties, van directie/bestuur/toezichthouder tot de facilitaire medewerker, betekent dit ook dat ze hun ogen en oren steeds meer moeten openhouden voor nieuwe ontwikkelingen en ideeën voor verbetering moeten blijven genereren. Ze maken allen onderdeel uit van het netwerk waarin de organisatie zich bevindt.
Dus:
De nieuwe realiteit in het maatschappelijk middenveld zorg t ervoor dat de organisatie een strategie moet hebben die flexibel is en makkelijk aangepast kan worden. Geen “stip”, maar een “streep” aan de horizon.
Voor alle medewerkers in een organisatie betekent dit dat ze zich open moeten stellen en moeten ontwikkelen in netwerken en het omgaan met en signaleren van nieuwe ontwikkelingen onder andere op basis van de vele, vaak gratis, beschikbare informatie via eigen systemen of het internet.
Maar, er is geen blauwdruk beschikbaar hiervoor. Maatwerk blijft nodig! Ik geef hier graag op een constructieve en praktische wijze invulling aan samen met anderen.
Henk Gravesteijn
1/sup> Heel vaak wordt het boek van Wouter Hart “Verdraaide organisaties” als basis hiervoor gebruikt.
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It’s nice to come to Italy and say “Buongiorno!” passing waiter. And then catch the admiring glances of those with whom you came. Is not it? But it has long been known that learning foreign languages contributes to the development of a good memory. It’s also very interesting! So why not take advantage of this?
These are effective methods for training memory. But there is also something interesting. Memory is inextricably linked to proper and good brain function. This means that stimulating its work allows you to improve memory:
It has been proven that regular sports activities increase brain activity and improve memory;
No to gray days! It is well remembered that that does not fit into the framework of everyday life. Try to change the environment, add bright colors, go to the store on a new path … It is not necessary to radically change your life. Just add something new to your daily routine, and your brain will work with renewed vigor;
Add new habits. For example, tidying up your desk in the morning is a great start to a productive day!
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Teamwork. Brainstorms have proven their effectiveness more than once. And now scientists have proven that the decisions made in the team were more accurate and faster. They attribute this to the fact that information is easier to perceive and assimilate during communication. Therefore, solve problems together!
The brain assimilates and sorts information while we sleep. So don’t ignore this process.
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This is just a small part of the effective techniques for developing memory. But simple reading will not work. Apply these techniques. Remember, only 50% of the result depends on the doctor, and the remaining 50% on the patient. Without working on yourself, you will never reach the top.
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