Regardless of size, it takes a lot to be a successful business, particularly today as organizations now operate in the New Normal of Covid-19. There are many moving parts within an organization: processes, business model, alignment, strategies, customers, and of course employees. Tying it all together can be a challenge. But that’s where leadership comes from. Behind every great organization, there is strong leadership. Employees execute strategies, leaders drive strategies. Leaders ensure that business processes (eg, business model) consistently meet the brand standard: what you stand for in the minds of your customers; the one thing you want customers to associate only with your brand. Leaders make sure the organization is properly aligned to execute its strategies; alignment of: strategy, business model and people.
Perhaps the greatest responsibility of leaders, especially today, is to ensure organizational alignment. Apart from the alignment of the business model with the strategy, the alignment of the organization’s most critical resources and assets: people. Do I have the right people (talent) with the skills, capacity and desire to execute my organization’s strategy at a high level? I like to think of the lineup of people as one of those row teams you see at Ivy League colleges and the Summer Olympics. The best teams can reach speeds of 14 miles per hour. That’s pretty fast! People lining up is about ensuring the right people are in the boat and the wrong people out of the boat, in the right seats, properly trained and prepared to use their oars, understanding their role, the destination, and with the desire to win. . Does your organization have this kind of people alignment?
Consider these results from a 2019 worldwide study by PricewaterhouseCoopers on people alignment:
�§ 39% Can’t see the value their jobs create.
�§ 22% Strengths are not fully exploited.
�§ 66% Do not contribute strongly to the success of their organizations.
�§ 53% Are not even “somewhat” motivated, passionate, or enthusiastic about their jobs.
Let me put this data in the context of a 9-player baseball team:
�§ 4 players don’t understand what to do or why.
�§ 8 players do not see a connection between their position and winning.
�§ 7 players are not excited about playing or winning.
If you were the manager of this baseball team, what are your chances of winning a championship? Forget the championship, what are your odds of winning a single game?
Leaders are paid for two things: leadership and results. Popularity is not leadership, it is results. Great leaders do not seek to please their followers, but instead seek to build their own credibility and earn their trust and respect. Trust and respect vs being your friend. Great leaders are not preachers, they are doers. Great leaders lead from the front, not from the sides. Great leaders transmit their energy to their teams, setting both speed and rhythm. Great leaders are consistent and predictable: this is how trust is established. Employees need to know where their leaders are coming from and how they will react to situations. Great leaders help their people succeed by listening to them, supporting them, and removing barriers so they can achieve their goals that will make the organization’s vision a reality. Great leaders develop the next generation of leaders. Does this describe the leaders of your organization? If not, what is your plan?
Think of leaders as set designers, not artists. How well do the leaders in your organization set the stage for victory, both today and in the future? Have you equipped your leaders with the skills, confidence, and tools to lead your organization into an unknown future? The only thing we know for sure about the future is that it’s coming faster, and as a result, skill sets are becoming obsolete faster. Organizations must be in a continuous update mode for the skill sets of their leaders. Think of it like driving 100 MPH with the ability to change lug nuts at the same time.
Perhaps Mr. Jack Welch, former CEO of GE, said it best: “Control your own destiny or someone else will.”
