Any organization that wishes to flourish and become sustainable should have powerful pattern and process for development and sustainability. As we know, the world is orbiting through uncultivated zone, facing an emergency matchless in its range. Disasters, generally, tend to be extremely vivacious in nature and can push people and businesses to the wall. In this scenario, therefore, it is crucial for every entity to have sustainability stratagems. These strategies assist the entity to stay ahead of others. This is also the answer to the question why do few business establishments endure to progress and are sustainable for many years, while others perform well for some time till the founders are present and then things begin marching downwards?
Creation of a robust vision or foresight as to what is the uppermost level it wants to reach or what it wishes to be identified for, formation of a strong business policies employing Michael Porter’s ‘five forces model’, fabrication of a style of leadership that motivates ideas, innovations and responsiveness and engages people to contribute are the key strategies every business undertaking should frame to excel in the venture. However, among these, creation of a professional style of leadership is very crucial for every business undertaking.
Numerous corporate entities which have performed superbly over the previous 20 years namely Google, Apple, Microsoft, TCS, HUL, P&G, etc., have egalitarian and gentle leaders who inspire people to do their best while being ruthlessly ambitious for outcomes. According to Jim Collins these heads are known as ‘Level Five Leaders’. Democratic leaders are essential to uphold a great corporate culture. Organizations such as Tata Group, Infosys, Starbucks, etc., have always concentrated on generating a great culture where people love to work and remain with the company for many years. Several family-managed businesses failed because they don’t have autonomous leaders and the establishment generally functions on the impulses and fancies of the owner.
The heads of the firm should be well coached in leadership and people management so that they provide respect, recognition and reward in a crystal clear and correct mode. It is really important to coach the ‘boss group’ in leadership and successful people management. A good leadership and cadre are essential for the growth of any company.While autocratic leaders can obtain top-quality results for some time, people eventually get drained of their domination and get detached with the company. It is similarly significant to nurture imminent leaders in the organization by evaluating their supervisory and leadership ability and providing them with transformational leadership guidance.
According to a global study, 81% employees are departing companies because of inferior quality of leaders and 43% employees are vigorously detached. There is enough evidence to recommend that focusing on the superiority of leadership and enhancing engagement levels leads to progress of companies and enlargement of profits. A secondary research demonstrated that those entities, which have developed proficient and principled leaders, have grown exponentially and become sustainable over a long period of time. Conversely, those companies, which have not developed leaders methodically, have certainly suffered in the long run.
Bad Four
Regardless of how good a job may be, employees quit it if the reporting relationship is not healthy ad pleasing. People leave managers not companies, in the ending, turnover is mostly a manager issue. Many researches have proved that a bad boss increases a worker’s probability of having a heart attack by 60 per cent. Mainly there are four kinds of bad bosses that compel employees to quit their jobs. They are:
- Marionette: In an age of ambiguity, many managers are succumbing to this trap of just playing it harmless to maintain their spot and rights. They just follow orders and they never support their team or interrogate policies. They are mere dolls and display no fidelity to employees. An absence of honesty in a manager can make an employee lose appetite for the job.
- King Kong: Few managers when they reach to the top instantly overlook where they came from. Such managers own a superiority complex and sketch the difference between management and workforce.It is awful to work under a manager who is more concerned about pushing their weight around than constructing relationships.
- Superman: They think the organization rotates around them and they act like they are the proprietors of the organization. This trap includes framing all of the decisions singly, neglecting feedback and taking the recognition. When employees don’t feel respected, confidence and engagement plunges.
- Taskmaster: Their complete emphasis is on the bottom-line performance. They continuously pierce employees and make them unhappy at workplace. Their style of micromanagement disheartens and kills creativeness. Such managers produce anxiety and make work uninteresting, thereby instigate the best employees to fly and the rest to lose all enthusiasm.
As a final point, companies like Asian Paints, Britannia, Nestle, TCS, and HUL regularly visit the campus, procure the best talent and tutor them to be the top leaders of the company. Many international entities such as Boston Consulting Group, McKinsey, Ernst& Young are no different in this respect.On the other hand, virtually all corporate firms which have hurtled namely Jet Airways, Kingfisher Airline, Mafatlal Group, Kilachand Group did not focus on creating future leaders. The top management did not contain professionals but members of the family who were generally not competent and, sometimes, inept. Moreover, no prudent financial adviser will recommend to buy the shares of such companies which do not have an ethical and effective leadership configuration.Hence, erecting future leaders who are rooted in the culture of a company and dedicated to its development always aids the company and offers it sustainability. It is important to build efficient and great leaders who can handle people successfully and assist them to flourish in maturity, wisdom, knowledge, skills and performance. Creating clever leaders is an investment into the future. Entities which have built a strong squad of executives and coached them to become efficient leaders have become lucrative and viable.
About the Author
Shivanand Pandit is an autonomous Finance and Tax Adviser, a writer by zeal and a reader by passion. He has 24 years of experience in the field of Finance, Taxation, Cost management, Audit, Business management and Corporate laws. He is a winner of National Merit Scholarship and many other prizes in various quiz, essay and elocution competitions.
He has authored the book Begin To Win (self-help book) which has secured First rank twice in a National level sales contest and topped the Notion Press publication’s Top selling books. He has authored one Kannada book which talks about virtues of ideal life.
