Over the past four years I have spent a lot of time reading about organizational health as I have worked on my doctoral dissertation. Be it the market place or the non-profit arena, the success or failure of the organization rests primarily upon the quality of its leadership. Though it is not a comprehensive list, I believe there are at least twelve leadership failures that will sink an organization. If you are in a leadership role in your organization, I would invite you to think through this leadership assessment and, along with your leadership team, make any necessary changes that will allow your organization to be healthy in 2011. I would invite your comments as a leader.
Leading with quality in mind,
Denny
Twelve Leadership Failures That Will Sink An Organization
1. A Failure To Lead By Example
Are the leaders willing to do what they are asking others to do?
Are the leaders willing to show others how to succeed?
2. A Failure To Create A Safe Place For Discussion
Are the leaders willing to be approachable and listen?
Are the leaders willing to accept constructive criticism from others?
3. A Failure To Plan For The Future
Are the leaders willing to be forward thinking when met with a challenge or problem, rather than taking the attitude “we’ve always done it this way before?”
Are the leaders willing to set strategic, measurable goals for the organization’s health?
4. A Failure To Learn From The Past
Are the leaders willing to express humility when things have not gone as planned?
Are the leaders willing to make the necessary changes so that history will not repeat itself?
5. A Failure To Invest In Future Leaders
Are the leaders willing to become mentors to the next generation of leadership?
Are the leaders willing to pass the baton of leadership and not grip power until the bitter end?
6. A Failure To Appreciate And Praise Others In The Organization’s Successes
Are the leaders willing to share the glory when things are going well?
Are the leaders willing to promote the contributions of those who serve behind the scenes?
7. A Failure To Distinguish The Difference Between Managing Programs And Leading People
Are leaders willing to care more about building a relationship with people rather than simply trying to manage them?
Are leaders willing to make people feel important?
8. A Failure To Empower Members To Reach Their Full Potential
Are leaders willing to make a concerted effort to lead others towards growth?
Are leaders willing to be replaced by those they have empowered to grow?
9. A Failure To Communicate In A Clear And Convincing Way
Are leaders willing to make sure that communication is clear and consistent?
Are leaders willing to listen and learn from others?
10. A Failure To Capture The Moment And Build Upon Energy And Momentum
Are leaders willing to lead on the cutting edge of change?
Are leaders willing to spend the necessary resources to ensure momentum does not fade away?
11. A Failure To Build A Team That Has Great Chemistry
Are leaders willing to make the necessary investment of time to make sure “the right people are on the bus?”
Are leaders willing to do what is necessary in order to build a team building culture in the organization?
12. A Failure To Make Strategic Adjustments During An Historic Challenge
Are leaders willing to think outside the box in order to compensate for a change in culture or circumstances?
Are leaders willing to admit incorrect assumptions and adjust to a new strategy that may demand structural changes in how the organization operates?
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