In these challenging times much is being said and done to survive, let alone thrive. Austerity measures are frequently implemented from a basis of fear rather than objective application of the mind to seek sustainable solutions.
In various quarters of the globe I am told of the magical figure of 10% being applied to departmental budget cuts. I have yet to come across an organisation that has achieved its strategic objectives by applying this magical formula. It has never worked in the past and it never will. Yet we will continue to hang on to this miraculous solution and not realise the folly of it all. No company I am aware of has cost cut its way to greatness. That said I hasten to add that astute cost management measures, properly thought through, are extremely important.
How do leaders ensure high performance?
Well the answer is deceivingly simple – by careful and determined discrimination!
In other words discrimination = high performance. Too often, sadly, the need to be politically correct outweighs the need to build a high performance culture. I am amazed that during these difficult economic times many organisational management (here I specifically refrain from using the word “leaders”) spend their time rearranging pictures on the wall while the house is on fire. Get these managers out the way and bring in the leaders! Those who are bold enough to say “enough is enough” and do something sustainable to improve the situation.
How to discriminate
Once again the answer is simple. Shake off the political agenda and focus on market needs. No customer supports organisational politics, yet this is the determining factor in the way many organisations operate. How does one minimise the political influences? By getting rid of the big egos behind the political agenda. In order to do this, organisations require credible leaders. Leaders that will discriminate in order to select, recognise and reward the best person for the job, irrespective of age, gender, colour, school tie or golf club; leaders who are ready to stand up and be counted.
This is certainly not easy and swimming against the tide is often a way of life. However, leaders who don’t accept below par performance from those they lead, whether well connected or not, will ultimately rise to the top. Cream does that.
If you are currently facing resistance because you are doing the right thing, take courage. Bold leaders do overcome mediocrity either in their current workplace or in the new organisation they gravitate towards.
Here is an interesting report on the relationship between transformational leadership practices and financial results:
Great leaders do discriminate was first posted on April 1, 2011 at 2:27 pm.
©2011 “Organisational Leadership“. Use of this feed is for personal non-commercial use only. If you are not reading this article in your feed reader, then the site is guilty of copyright infringement. Please contact me at [email protected]
Link to original posthttp://transperform.uk.com/blog