Pandora current song: California, by Phantom Planet
This has either been a very common motto for many companies or hidden in a purpose. Leadership coincides with many different aspects of life. The organizational and succession side of leadership has become very important and will continue in the future. “The world is a dangerous place, not because of those who do evil, but because of those who look on and do nothing” (Albert Einstein). For those who do nothing, their companies, either large or small, will fail. There are many strategies for preventing this from happening including organization and succession techniques.
Since the world we live in is ever-changing and rapidly continues to advance, leaders need to be constantly rethinking what they do, what their purpose is, and best define goals and objectives. Goals are the core to any business or franchise. Without them, there is no basis for people to work off of. Behaviors come next followed by artifacts and symbols. The organizational handout explains that shared basic assumptions that a group learned as it solved its problems and have worked well together, need to teach new members the correct way to perceive, think, and feel in relation to those problems, or even successes in other cases.
The culture of a workplace was initially seen as a way of enhancing internal integration and communications, but an open system look on organizations have also seen that mediating adaptation to the environment as important as well. There are four theories of organizational culture including: consistency, mission, involvement/participation, and adaptability hypotheses. Consistency starts off by making no changes to the current perspective, where as adaptation and involvement promote change for the survival, growth, and development of the company. Organization is helpful in keeping a company afloat, but succession is just as important.
A company culture comes from reasons why it does things the way it does. A founder or strong leader who establishes values, principles, and practices that are consistent will develop a strong initial group. The commitment to these values and principles and actually putting them into practice will prolong a company’s existence. Also, having a genuine concern for the company and those who work for it creates a culture that is fun to work in. “Few things help an individual more than to place responsibility upon him, and to let him know that you trust him” (Booker T. Washington). Encouragement for work put into a job will increase a desire to do well.
Cultures can also have bad habits. A resist to change in this day-in-age will sufficiently destroy a company. The hostility to change and people who campaign against new ways of doing things will challenge a company’s existence. If people don’t allow feedback and accustom themselves to keep doing what they always do will create animosity in it’s customers. A succession article states that “I found the feedback I received from peers and supervisors to be invaluable. It a good learning experience because you understand how others perceive your leadership style and you discover the areas that you need to improve.” The world is changing everyday and so are the customer demands and to keep up with those demands, change is inevitable.
Providing a framework for accountability and building constructive relationships encourage good foundation for progression. People, these days, are “expected to be more sophisticated in order to develop and lead new global and technological initiatives” (Fulmer). Because of this, careful planning for the eventual replacement of managers must take place. The hardest part is finding the right person for the right job. A real key to this is finding a match between individual and organizational future needs. This is a continuous annual process that requires ongoing commitment. What has proven to work the best is collaboration between CEOs and succession management to create a cycle of success. Earned enthusiastic support helps the journey to become the next leader.
Figuring out a core set of beliefs and keeping the process simple has got to be one of the hardest things people have to deal with on a daily basis. I plan on climbing a company latter someday, either corporate or not, and the knowledge from my own experiences and studying leadership in college has opened my eyes to how things work on the surface. Through my own experience, I’ve been a part of companies with bad/low culture, but I have also had the opportunity to work for a company with exceptional culture and is an inspiration to me of what I look up to. Before, I could tell there was a difference between the companies, but putting into good and bad culture really illustrates the vitality of a good culture to create the best career experience, but also helping someone else succeed in the process. With everything changing daily, the constant awareness of what could work better and actually putting that into play could really be a great tool for a company’s achievement.
Live boldly challenging status quo!
Pandora current song: In the End, Linkin Park
No comments:
Post a Comment