While supporting leadership development is admirable, incorporating strategic leadership development into company culture can take organizations to exciting new heights. While strategic leaders are certainly invested in the present, they have their sights set squarely on the future. They research trends, things that are important to customers, and what's happening in the world to create a vision that offers a strong platform for planning and leading their team to desired outcomes so that they get best appraisal.
Truly successful strategic leaders strongly consider the role culture plays in how far their organizations can go. Organizational culture is the result of habits and norms, and what people say and do-it's really a set of unwritten rules of behavior that are felt and can be shaped.
It's fairly easy to see whether strategic leadership development is part of a company's culture Initiative if you listen to the kinds of questions employees ask and see where their attention is focused. If they're looking toward future growth through bench strength, strategic leadership development is likely part of the culture. How do employees get the feeling that their leaders are future focused? It comes across when the leadership team: Cares about the succession plan, Regularly updates the mission and vision statements, Shows an interest in competitive intelligence, Understands and addresses employees' needs, Acknowledges and appreciates stellar efforts. In addition, creating a culture that includes collaboration is invaluable, as that often leads to innovation and the opportunity for on-going strategic success.
Once we had their answers, we added our board members to the mix, and we were so proud of what we came up with; we couldn't wait to share it with the whole company. We were dismayed when people just sat there, and we immediately realized our mistake: no matter how on target something might be, people aren't apt to accept it if they haven't had an opportunity to be involved in its creation. Rather than just moving forward "as is," we held a series of bigger meetings that allowed employees to provide their thoughts about to improve company culture, and many emotions cropped up. After just a few of these three-day meetings, we had a much better handle on our culture, but we actually ended up changing the previously presented mission and vision very little. A standing ovation-because the employees had a say, were able to challenge us, were committed, and realized they could do something to enhance things moving forward. Best of all, the company quadrupled its growth in sales and productivity within four years.
It is worth repeating that if you run a business you will have a culture
Steps 1: – Discover out what you have now: The humblest method to do this is for you to classify the 3 to five words which you think composed define your business culture, so for example; morality, dependability, informal to do commercial.
Step 2: Find out if your staffs agrees: Produce a list of maybe 15 to 20 words and comprise you 5 first words in that list. Ask your staffs to highlight 5 words which they think finest define the business philosophy. By the way make sure the response to this survey is nameless otherwise you'll have staff telling what they think you want to catch, rather than what they actually think.
Step 3: Examine the consequences: you are most possible to get one of three consequences: (a) there is a lot of resemblance between your opinion of your business philosophy and that of your operated. (b) There doesn't appear to be any usual view of your philosophy between your staffs. This proposes whatever your nation is, it is weak.
Make culture champions: As an eventful owner of a high development commercial you don't have either the time or the competence on your own to variation your staff’s arrogances. You will essential the benefit of other key members of the team to become "cultural champions" to keep strengthening the new cultural message.
This last stage may take some time depending on how dissimilar it is from your current culture. Don't let that put you off as proof has shown that a high progress commercial with a strong supportive culture will grow faster and for longer than a business which has not.