Organizations are shadows of their leaders…that’s the good news and the bad news!
There is a lot of talk about change these days. Political change, demographic changes, climate change, changes in the balance of power, change within the European Union, changes in banking regulation. And of course, very few businesses are immune from having to change their cost structures, strategy, product mix, customer segments, head counts, IT infrastructure. It seems like change is the new normal.
Many changes that happen inside of a business tend to be focused downwards on improving productivity, reorganising departments or even outsourcing entire functions. There is a lot less talk, however, about leadership change. Or better yet, changing the leaders!
The performance record of a company is similar to a mirror. When you look into it, what you are actually seeing is the outcome of leadership. Great results, great leadership. Mediocre results, mediocre leadership. Poor results, poor leadership. It’s a perfect reflection.
Behavior is the mirror in which everyone shows their image.
– Johann Wolfgang von Goethe
I find it totally backwards that those with the most impact and influence over the organisation, the leadership team, actually receive the least training and personal development. They are the least open to change and improvement. What? Just because they have a big title means they are perfect and don’t need additional professional or personal development? Actually, just the opposite should be the case. Senior leaders should be constantly learning, growing, changing, improving, adding new skills and new tools to their leadership tool kit. After all, they are making the biggest decisions, the bet your company decisions. They should have the best tools and learning opportunities.
So, my advice to CEOs who don’t like their company performance record is, change the leaders, or change the leaders!
Tight Lines . . .
E | firstname.lastname@example.org T | +44 207 584 3774 M | +44 7833 493 999