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How Co-Elevation Positions Your Organization to Do More (With Less)

Struggling to figure out how to do more with your limited budget and resources? You need to do this.

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BY Rhett Power - 07 Jun 2018

How Co-Elevation Positions Your Organization to Do More (With Less)

PHOTO CREDIT: Getty Images

You're out there trying to make a difference in society with your work. You want to make an impact that won't just impact your organization internally but will make a difference in the world. The only problem is that you're an underfunded startup or you are working in a department with an insufficient budget.

You've tried everything you could think of to get your organization excited and doing more, yet nothing is working.

So how do you overcome this hurdle and drive the results you want?

The answer lies within a concept created by Keith Ferrazzi, NYT bestselling author of Never Eat Alone and founder of Ferrazzi Greenlight. In his upcoming book, he talks about an idea called co-elevation, which is the game changer that your organization needs to be at the top of their game.

But how does it work?

If you have ever stepped foot into one of the goliath Fortune 500 companies that have been around for at least half a century, you have probably seen one common thread: red tape.

Departments are siloed. Growth is limited. Approvals are required for nearly everything. Morale is low, and most people are doing what they can to hold onto their jobs. The last thing anyone is thinking about is doing more.

On the other end of the spectrum is the scrappy startup. They're trying everything possible on a limited budget to push towards growth, yet often lack the organizational skills necessary to keep everything together.

No matter what type of situation you are in, co-elevation is a concept that will help your organization do more.

It works like this.

Instead of getting buy-in towards a specific person, an overarching goal is created. This goal aligns with creating an impact in society, becoming the best company possible and so forth.

Once the goal is developed, you need to identify stakeholders who want to drive change. These are vital members of your company, not just from your department, but across the entire enterprise, that buy-in to the mission.

After you get buy-in, you need to set the tone for a new culture.

This isn't a culture where people take each other down or shoot down ideas. Nor is it a culture where people are working just to collect a paycheck. It's a supportive culture where each member has each other's backs and is ready to empower the other to drive change. A culture that takes it one step further from just having each other's backs, but to lift each other up and cheer each other on, by co-elevating and pushing the team up on each other's shoulders. Victories are shared, and each member of the party is pushing each other towards mutual wins.

Once you set the tone of the culture, you split up tasks and responsibilities to who can handle them best. Now you have everything you need to go out there and do more with fewer resources.

But how does this concept allow you to reach new heights without more money or team members or technology to fuel their efforts?

When you create an overarching goal and empower your team to win, they will switch their mindsets from being reactive to proactive. They will actively look for (and be encouraged to implement) creative ways that will help your organization achieve their goals. It will boost morale and help people stay focused and motivated about the mission.

I work with lots of companies in my coaching practice, and I see tremendous value in an approach like this. Where there is one goal and a single focus that people work towards. Where everyone's job is aligned to focus on that goal and to support others to make it happen.

So what better way is there to run an organization?

The answer is simple. There isn't.

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