Success rarely comes without dedication and design!
A successfully run and managed company will almost certainly have visible traits that mark it out as being much better than its competitors – core values, great leadership, clear structures, customer focus and direction. A shared understanding of the organisation is likely to be present in every one of the workforce. To each of them it will be clear what the business is aiming to achieve, and as individuals how they can contribute to its success. They will share a participatory sense of ownership and engagement.
Great organisations create a free flow of information and ideas between all levels within the company, with the ability for innovation and improvement to flow from the bottom right up to the top of that structure, as well as cascading down.
This feeling of ownership, and being valued and listened to is essential if we are to engage people’s hearts and minds for the good of our business. It is a leaders role to ensure such a culture exists, to create the ‘freedom of speech that also listens, and to move away blockages that would quell the lone voice that may make that positive difference to your company.
Often it is the individuals carrying out the essential daily tasks who have the brightest ideas. They know how to improve things – you just need to ensure they can “make it happen”. People will respond best in any situation once they realise they can influence it, and really make a difference.
Individuals are only willing to commit their best efforts when they believe in the cause. This desire to succeed will have a hugely positive impact on business productivity and as a consequence, its profitability.
Impressive companies have excellent standards of internal communication. You are unlikely to gain the full commitment of your employees without a high degree of involvement.
Along with the receptiveness for innovation and good ideas, there needs to be an openness that provides the opportunity for anyone to question and challenge the leadership team. Not only does this ensure genuine engagement with everyone, it tests the validity of initiatives, and helps them land well within the organisation. It also strengthens the feeling of engagement and ownership we have already stated is key to the ultimate success of an organisation.
People power
People have a surprising insight and should be encouraged to realise they have a real part to play in forming the organisation’s future direction. Their opinions and suggestions genuinely help the decision making process.
Throughout history the countries who have had the determination, and invested the time and effort required to run a real democracy, have prospered more and for longer than autocratic empires. Why should business be any different? Sharing information with employees, requesting their opinions and allowing them a say in shaping the future of the business is a simple democracy. Running a business that embraces the democratic process does not have to be onerous, particularly when we can clearly see the potential rewards. All it demands is the commitment of the leadership team to set aside time and opportunity to communicate effectively; and in particular listen.
Listening to what your workforce has to say enables you to hear the heartbeat of the organisation, and that’s a healthy thing to do.
Involving each employee in a way they will respect, will earn their respect, and they will respect you in return.
Plain speaking
Free speech also allows management the opportunity for plain speaking; the chance to clearly explain reasons for current thinking or decisions. Many companies would give a lot for such an effective platform to exist within their organisation.
People within a company respond to an open style of management far better than when everything is carried out behind closed doors; with openness comes less fear of the unexpected, and as a result more commitment and trust.
Leaders are held more accountable, but in return they receive the mandate to lead from their team, which is critical if everyone is to move forwards, with commitment, to achieve a shared goal.
A business used to operate on two levels; those who managed and those who were told to follow. Now we have an understanding that sustainable success is built through engaging people to work with you, rather than for you. It has become clear that creativity and innovation provides the margin between those who are ultimately successful in their field, and those who are second best. The more we can create co-operatives, the more we achieve the critical level of engagement we require. We are seeing a closer partnership between those accountable for a business, its leaders, and those responsible for it – everyone!
Let leaders lead!
I am not advocating ‘full blown’ democracy, where every individual has the right to vote upon decisions relating to the ultimate destination of the business. The organisations leaders are best placed and more adept at taking the global view, using their skill, judgement, business understanding and character for executive responsibility, to hold the steering wheel. Ultimate responsibility for any decisions lies with this senior management as they are clearly the most experienced businessmen in the company. Because they are the privileged few who have a global view, this is their role. Yet it falls to them to openly share this wider picture with their teams to gain their appreciation and understanding.
Empowering employees should bring them closer to the heart of the business, and the business closer to their hearts.
An outstanding leader will ensure their managers are fully committed to an active role in listening to individuals, championing initiatives and ensuring they are implemented and the source for improvement recognised and rewarded.
Companies always recognise the importance of shareholders interests. Surely it is just as important to be as engaging of our own workforce.
It’s a powerful feeling to have everyone working together for the shared goals of the organisation, supportive of the direction we are heading in, confident we can achieve it, and with a leader ‘managing by consent’.
Managing by consent provides a leader with a mandate to lead. It also compels you to be a true leader of men, in the sense that you owe a deep respect to those who allow you to lead them. An autocrat is hard to challenge about their mistakes. They are simply a holder of power, and never actually lead in the truest sense.
A truly accountable leader is held responsible for all their actions. Accountability and power should be characteristics shared by everyone in the democracy, resulting in real empowerment. Harnessing the willingness of others is the only way you will be able to achieve outstanding results, ahead of your own abilities, expectations, and the abilities of your competitors! Being a really effective leader will enable you to achieve not only your best, but theirs as well.
As you welcome comment upon your decisions, and the direction in which you are leading your team there will be dissenting voices. If we provide people with a platform, should we not worry what they will say? There will be a few who will enjoy being difficult, or using the opportunity to be controversial and make a name for themselves, but genuine concerns are best out in the open rather than whispered amongst the team. Accept the right to freedom of speech with no recriminations. The freedom to speak out on subjects should stimulate debate and a clearer shared understanding. From this flows the basis for enjoying a unified approach for the future.
Do not to take everything they say to heart. There will always be some rhetoric. As their leader you must remain strong. Learn to be impervious to the political cut and thrust in business, the point scoring and personal bias. Create an environment in which people are not frightened to have their say. Use discernment to filter out poor suggestions, whilst acting upon the best. Report back to your team to encourage them that ‘the system’ works, and their participation is really worthwhile. When the debate has taken place – demand loyalty, and move forward together.
Being accessible and available will encourage trust, and open, honest dialogue. If people do not bring their problems to you they have either lost confidence in your ability to make a difference, or have decided that you simply do not care about them!
Discussion and debate should become so commonplace that it never disintegrates into an argument. True leaders are strengthened through questioning. However, they also manage the situation for the greater good of the organisation, understanding that progress and momentum need to be maintained; they do not allow themselves to be held back by endless debate such that they become ineffective.
People desire to be led. They desire an inspiration, a focal point and an opportunity to ‘buy into’ something greater than their own personal best. ‘Serve a cause larger than yourself’ said President George W. Bush in his Inaugural Speech in 2005. Provide them with this – create a business that people can be proud of, and you will have harnessed their full power and potential, to the benefit of everyone in your business.
