Leadership at a Crossroads

Twelve years. Four re-organizations. Does this sound like your company?

In today’s global environment we see many companies struggling with growth. Company leadership is tasked with looking for ways to be on the cutting-edge and competitive, not only in one country, but in many throughout the world.

Leaders are continually challenged to grow their companies through developing new innovations, products, efficiencies and cost-cutting processes to generate revenue streams.   Companies will invite experts in to help them evaluate ways to improve their business model. I see many companies re-organizing their internal structure, which can be beneficial in improving efficiencies and processes; however, I am often surprised to see how fast these companies are to embrace a new organizational structure as “the fix” to challenges that are often recurring and perpetual.

Implementing the latest and greatest new business tool or academic philosophy to improve a current business model is secondary to truly understanding the foundational root cause of why the old model was not working.  

I have read about new algorithms to better understand the workings of an employee. Surveys, case studies, speakers, team-building sessions can all be used to implement the new organizational model. None of these will withstand the test of time unless the leadership is willing to guide the company and its human capital base in a new direction—starting with the core values all the way through to the day-to-day operations.

In order to define the mission of the re-organization, a company leader must first define the company. The leader must be willing to engage with all levels of its operations to learn about the impact of the re-organization, and be willing to listen to other solutions.

If the leadership is only looking at the bottom line, how can a long-standing legacy be in its the future? If a company is only looking at today’s revenue stream, it will not withstand the headwinds of the next economic business cycle.  

Remember the dot-com bubble when seasoned investors, accountants and attorneys threw everything they knew about running a business out the door to chase after the next great idea? Hundreds of millions of dollars danced off into nothingness—precisely because of a lack of seasoned knowledge merging with new ideas.

A re-organization often overlooks the company’s changing culture to support the new model and, as a result, the new direction is only temporary “window-dressing” for change. Chasing after business, rather than developing new products is history. Services or goods built with integrity and strong core values are your best market asset and the key to your company’s longevity.

Respect is So Much More than a Song

Respect is a basic principle of human interaction; it’s also part of our ethical code as human beings. “I want respect.” Do I hear that a lot! But, do you know how to give respect?

Most people today are too self involved to care, sadly.  Why is this happening? Is it because of technology? Perhaps. We have forgotten about respect as it links to trust and empathy.  Respect is not about “celebritism.” It does not go hand-in-hand with fame. It’s not about the number of followers you have on social media nor does financial wealth equal the authority necessary to gain it.

Respect has a few definitions:

1) Respect for someone who is a recognized leader or a person of authority. 

2) Respect as a form of politeness (at the dinner table), for example.

I’m most concerned about this one:

3) Respect as a form of self-respect which must then be reflected on to those who are familiar to you and on to those you encounter in your everyday life.

We all come from different walks of life. We’ve all got shoes to fill, we’ve all got to find out what shoe fits. We’ve also got to put ourselves in someone else’s shoes.

From the first interaction of your day, to the last, carry these words you:

Listen. By listening, you are not only respecting another’s insight, you are building a mutual trust. That trust builds opportunities and business. Practice saying, “I’m here for you.”

Treat others as you want to be treated.  Nothing replaces the human factor. Caring, take action and recognize your employees is

Engage with empathy. Put yourself in someone else’s shoes before responding.

Slow down and be kind.

Why is RESPECT so important?

Creating a more united friendship with someone doesn’t cost anything.

People from different sides can come together; they must come together.

You cannot earn it unless you have it for yourself.
You cannot ask for it. You can only give it.