HR

The importance of a clarity leadership

Change management is in full-force across all industries, yet many leaders are unprepared to act upon and operationalize the requirements for change to avoid business disruption. For many organizations, preparedness begins at the top and this means that leadership – across all levels – must have absolute clarity in purpose and focus; there also must be alignment in strategic philosophy and resolution goals.

Many organizations are slow to change as the internal politics makes it difficult to reach consensus across all levels of leadership – even when the necessity for change is urgent. This is why many companies unknowingly lose momentum as they fail to change fast enough allowing the marketplace and competitors to pass them by.  The result: valuable time is misspent, resources applied and money invested without the required outcomes to stay competitive, keep clients satisfied and employees engaged.

An organization’s leaders have clarity and are in alignment with their responses to the following questions:

  • What Does Success Look Like Operationally And Financially – And How Does This Benefit Our Employees And Customers?
  • What Is Our Mission Trying To Solve For The Industry We Serve And How Can We Improve Our Ability To Accomplish More Than In The Past –  So That The Organization Can Remain Competitive, Become More Profitable And/Or Achieve Market Leadership?
  • What Resources And Relationships Are Mandatory To Accomplish Our Goals, Achieve Sustainable Success And Be Significant In Our Industry?

It’s easy for leaders to say that they need to improve and invest in doing things better.  The reality is that without strategy, change is merely substitution – not evolution.  Simply put, you can have an idea, but without the right strategy and execution of the idea, very little if any progress will be made.  When leaders fall into this trap, they are being irresponsible and their credibility suffers, their intentions come into question, and doubt begins to loom about their capabilities and know how.

Change management is a challenge when leaders across the organization are not willing to share their intellectual capital for the betterment of a healthier whole.  Leaders hold on to the intelligence that has defined their success, rather than share their success and insights with others to strengthen the intellectual capital foothold of the organization – so that it can more effectively grow and compete.

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