Organizational Clarity

The greatest transformation plan won't succeed unless it's properly communicated. When leaders want to change a culture, and in particular, create a culture that thrives on change, they need to communicate in a clear, consistent, and transparent way.

The organization's vision and mission set direction with an effect on the type of culture the organization is going to have.

Leaders must define a transformation built around a guiding set of principles that every member of the organization can relate to. These may seem common, yet they provide clarity around vital relationship interactions and offer a way to communicate to the organization the desired leadership approach, beliefs, experiences, and behaviors.

Model the standard behaviors and actions so that everyone is clear as to what the normal condition is versus abnormal.

Leaders lift others to have the courage to be creative in their efforts – continually challenging the current way. Status quo, mediocrity, tried and true, compliancy, and all traditional thinking paradigms must be faced, disturbed and challenged through insight and foresight.

Be prepared to demonstrate what you expect others to do. Ensure your actions and words reflect the principles and the journey of the organization. Lead by modeling behavior and actions. Lead by creating the desired experiences, walk the talk. Practice “go and see”.

Leaders cannot treat themselves differently from other people in the organization, effective leaders know when to let others lead, even if doing so puts the member out of their comfort zone. Great leaders evoke the emotions of those they lead and use the command of emotions to make it all about the team members not about themselves. To do that leaders must be conscious about which emotions to display and when to display them.