The Next Next Common Sense MEASURING COHERENCE IN ORGANIZATIONS If coherence is so valuable, how can we determine whether an or- ganization has it? Unlike efficiency or productivity, coherence doesn’t lend itself to simple metrics. It’s more like health than weight—a holistic condition that manifests through multiple indicators rather than a sin- gle number. Nevertheless, we can measure signals of coherence that provide in- sight into this vital organizational capability. Based on research with doz- ens of companies, I’ve identified six key indicators: 1. Purpose Alignment Do people across the organization share a consistent understanding of why the organization exists and where it’s headed? When asked to describe the company’s pur- pose, do responses from different levels and functions tell varia- tions of the same story, or entirely different narratives? 2. Decision Velocity How quickly can the organization make and execute consequential decisions? Coherent organizations can move swiftly because shared understanding reduces the need for extensive alignment processes. When people know what matters and why, they can make contextual decisions without constant consultation. 3. Resource Fluidity How easily can the organization reallocate people, attention, and investment in response to new opportu- nities or threats? Organizations with strong coherence can shift resources without triggering territorial conflicts because people trust that changes serve a shared purpose. 4. Boundary Spanning How effectively do people collaborate across functional, geographical, and hierarchical boundaries? Coherence creates a common language and shared identity that transcends organizational silos. 5. Strategic Persistence Does the organization maintain strategic focus amid distractions, or does it chase every new opportunity?
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