Over the last two weeks in my bite-size blogs I introduced you to organisational health and organisational performance, and showed you the interplay between these two. This week and next week I will give you some starting steps on looking after and nurturing your organisational health.

Looking After and Nurturing Organisational Health:

Regular Assessments:

Business leaders must conduct regular assessments of organisational health, using both quantitative and qualitative measures. Surveys, feedback sessions, and performance reviews provide valuable insights into the well-being of the organisation. Don't limit these to the formal procedures only.

The key here is to be visible and available for your team, with empathy, attention and transparency in your communication, without prejudice, biases or preconceived opinions.

Open Communication Channels:

Encouraging open communication channels within the organisation is essential for maintaining good health. Leaders should be approachable, and employees should feel comfortable expressing their concerns, ideas, and feedback.

Leadership Development:

Leadership plays a pivotal role in shaping organisational health. Investing in leadership development programs ensures that leaders are equipped with the skills to foster a positive culture, provide effective guidance, and drive performance.

Last week in my bite-size blogs, I briefly touched on organisational health and organisational performance. Today I show you the interplay between these two pillars.

Mutual Influence:

Organisational health and performance are intrinsically linked in a symbiotic relationship. A healthy organisation fosters an environment where individuals are engaged, motivated, and aligned with the company's goals. This, in turn, positively influences performance metrics. Conversely, high performance often contributes to a positive and dynamic organisational health by boosting morale and fostering a sense of achievement.

Resilience and Adaptability:

A healthy organisation is better equipped to navigate challenges, adapt to changes in the market, and withstand disruptions. The resilience built through strong organisational health is a key factor in sustaining high performance over the long term.

Employee Engagement and Productivity:

A positive and healthy work culture, a crucial aspect of organisational health, fosters high employee engagement. Engaged employees are more likely to be productive and contribute to the overall performance of the organisation. The satisfaction and well-being of the workforce directly impact the achievement of performance objectives.

Next week, I will give you brief notes on what you can do to get started on ensuring a good organisational health within your company.

In the complex ecosystem of business, the terms "Organisational Health" and "Organisational Performance" stand as pillars defining the vitality and success of a company. These interconnected concepts form the foundation of a thriving enterprise. In this blog, we will explore what Organisational Health and Organisational Performance entail, how they influence each other, and the imperative steps business leaders must take to monitor and enhance their organisational health.

In this series of bite-size blogs I will take you through these pillars. Often I see people companies failing due to poor organisational health, a direct consequence of leadership not having its finger on the pulse (no pun intended).

As a business leader it is your responsibility to ensure that organisational health is in as good a state as organisational performance, if not better!

Understanding What Organisational Health and Performance Actually Are:

Organisational Health:

Organisational health encompasses the overall well-being and functional efficiency of a company. It extends beyond financial metrics to include elements such as employee morale, cultural dynamics, leadership effectiveness, and the ability to adapt to change. Think of it as the vitality and resilience that enable an organisation to navigate challenges and opportunities successfully.

Organisational Performance:

Organisational performance, on the other hand, is the tangible outcome of an organisation's efforts. It's the measurable results in terms of productivity, profitability, and achievement of strategic objectives. Performance metrics often include revenue growth, market share, customer satisfaction, and operational efficiency. Organisational performance is a reflection of the health and functionality of the entire system.

Next week we look at the interplay between these two factors.

Last week I told you about why product market fit is not the best way to develop products. Today I tell you what to do instead.

The Shift to Understanding Market Needs First:

Problem-Centric Development: A more effective approach is to prioritize understanding market needs and problems before delving into product development. By identifying pain points and challenges, teams can craft solutions that genuinely resonate with their target audience.

User-Centered Design: Placing users at the forefront of the development process ensures that the end product is not a product looking for a market but a solution tailored to meet real-world needs. User-centered design fosters a deeper connection between the product and its intended audience.

Iterative Prototyping: Rather than committing to a fully developed product, iterative prototyping allows for ongoing adjustments based on user feedback. This agile approach ensures that the product aligns with the market's evolving expectations and preferences.


As we bid farewell to the traditional Product-Market Fit model, it's time to embrace a more nuanced and adaptive approach. Understanding market needs and wants before product development is not just a trend; it's a fundamental shift towards more successful and sustainable innovation.

In the fast-paced world of product development, the concept of "Product-Market Fit" has been a guiding principle for many. However, as the landscape evolves, it becomes increasingly evident that this paradigm is not only outdated but potentially detrimental to the innovation process. Today I will try to show you why the traditional notion of Product-Market Fit is dead and why understanding market needs and wants before product development is crucial for success. Next week I will show you what to do instead.

The Pitfalls of Product-Market Fit:

Assumption-Laden Approach: The conventional Product-Market Fit model often involves developing a product and then attempting to fit it into an existing market. This approach is inherently assumption-laden, relying on the belief that a market will readily embrace a product without comprehensive validation.

Risk of Misalignment: A product-first mindset risks misalignment between the developed product and the actual needs of the target market. This misalignment can lead to wasted resources, missed opportunities, and, ultimately, a struggle to find a foothold in the market.

Blind to User Feedback: By developing a product before thoroughly understanding the market, teams may miss valuable opportunities for user feedback. This lack of early validation can result in a disconnect between the product and the evolving needs and preferences of potential users.

Next week in bite-sized blogs, we look at what to do instead of chasing product market fit.


Over the last two weeks I told you why effective product development is not about products at all. However, I see many of your competitors make the same mistakes again and again. But then you are here reading this but your competitors are not. So here are three easy pointers to come out of this downward spiral of being product-centric and becoming leaders in your field by developing products more effectively.

Breaking Away from Product-Centric Pitfalls:

Embrace a Learning Mindset: Shift the focus from "knowing" what the market wants to "learning" what the market needs. A continuous learning mindset allows for adaptation and innovation based on real-time insights.

Cultivate Empathy: I cannot stress the importance of empathy enough! Understanding the users' perspectives, challenges, and aspirations is foundational. Cultivate empathy within the development team to connect with users on a deeper level and create solutions that truly resonate.

Iterate, Iterate, Iterate: Recognize that the first iteration of a product is not the final destination. Iterative development allows for continuous improvement, refining solutions based on user feedback and changing market dynamics.

Throughout this year I intend to publish bite-size blog posts with little pointers on various things to do with entrepreneurship, innovation, product development, commercialisation, strategy etc. Watch this space!