Disruption in Values
Disruption in Values
Watch the rise & fall of a leader. And there is always a pattern. Just one reason. "Arrogance". Oblivious to self. Was so evident to others. So blind to self. Delusion of invincibility. Thinking about others getting ahead". You can build a culture of trust only if its top down. Don't expect your people to trust you if you don't trust them. A corporate culture with the propensity to listen to gossip is more prone to poor quality decision making given its inability to sift through fact & fiction. Every time I hear horror stories of decisions made on the impulse and to have leaders call it intuition concerns me to no end.
Organizational energy falls when unprovoked hostility is evident in cultures owing to inability to manage difficult business performance. Would you rather re-energize than retire? Is Retiring from corporate life an outdated concept? As emotion rises judgment falls. Aligning people to one common vision in an organization is easier said. Breaking away is easier done. If you want to build an apolitical culture remember it is always the least competent the most political. They have no other way to survive. Need to make a choice.
To be a poor leader or a great follower! What's more valuable? To lead or follow? Leaders ability to distinguish right from wrong is influenced by the information provided by the trust they repose in a few. Scary but true, When do leaders surround themselves with other leaders - "High performing successful people to run critical roles?" In Crisis ! Accepting help when you need it is a sign of strength, not weakness. “Humbling”. Makes learning so easy when leaders are tenured - Optimum time for leadership roles. All additional years go in maintaining status quo and defending their past decisions. A good example of lack of values is to see professionals in critical roles respond to mails after a week, for unexplained reasons, simply because they don't care to respond on time. Or let us take the example of rewards and remuneration at the leadership level.
Don't bother about CEO compensation! See if they deserve that for the shareholder wealth they have created or guarded! As new leaders settle in, there is anxiety all around! And you win or lose because of the team you have surrounded yourself with. You win or lose not because of who you are but what others think you are. Inspired, of course, by leaders who believe that the right way is to first ask and act next! Combined with arrogance and contempt for others! Shocking to see leaders who change team leads without telling the team. Imagine the shock of the members.
To find a new boss in the office! All of the transformational pitfalls have a common theme: the importance of fully considering existing corporate culture in planning and advancing the transformation and leaders who are seeking change in a short time to establish their position. What exactly is short term corporate culture pursued by its leaders? It’s defined by the formal and informal values, beliefs, and practices that exist within a corporation based on an episode or a series or experiences that may have created to show shock and awe amongst its staff members
