![]() Leading and managing an organization is a complex task that requires a unique mix of skills. People inside the organization are often afraid to candidly say what they think, and helping enormously successful leaders with their Achilles heels can be tricky. Sometimes leaders are aware of their behavioral shortcomings in other cases, they are blind to their leadership deficits. Nearly everyone we meet, including senior leaders, has at least one (and in some cases, multiple) leadership weaknesses. However, despite their experience in the industry, their technical talent, and the subject-matter expertise that many leaders bring to the table, creating a high-performance organization is often still out of reach. In our work with organizations, we commonly encounter a lot of hardworking people who have good intentions. Failure to develop key competencies and behaviors. ![]() How Does Your Team Stack Up? Take This Free 15-point Inspection to Improve Your Competitive Edge. You have to have a team that is both in the business and on the business. However, if leaders stay in their silos, protect their own “turf,” fail to share information, refuse to collaborate on shared problems, or lack the ability to think with an entrepreneurial mindset, the organization will under-produce. If you can get people to come into alignment and support common objectives, a diverse team of leaders can produce amazing results, take on the demands of customers, and meet the threat of competitors. This creates a unique set of potential issues and opportunities. People’s personalities vary widely, and the diversity of backgrounds, opinions, views, and experiences can cause challenges for teams. This can be an enormous challenge, regardless of whether the team is part of the executive suite, a special project team in an R&D lab, or an operating team in a production facility. Difficulty blending multiple personalities into a cohesive and unified team. As a result, people become complacent, content to just show up, take care of today’s business, and hope that someone is in the wheelhouse steering the ship.Ģ. In short, too many functions and individuals lack an understanding of how they fit or why they matter. There are many activities to execute and the organization lacks the alignment needed to gain the traction necessary to help the organization transform, adapt, and shape the future-activities that would ensure the organization’s long-term, sustained growth.The leader or leaders rarely discuss or chart a deliberate direction or strategy for the future, or they fail to communicate a coherent message about the strategy to all members of the organization.Lack of direction is one of the most common organizational problems and it stems from two root causes: Click here for the full-size infographic. ![]() ![]() The five most common problems we have experienced in our work with client organizations over the past 35 years are outlined below. Creating a great business of any kind is a daunting task, one that can be fraught with challenges and problems with organization. ![]()
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