Transformation

A leader must understand how to build a culture of organizational effectiveness and their responsibilities for making it happen.

Leadership enables others through encouraging, equipping, enabling, empowering and engaging. Leaders do not neglect to take appropriate action, in fact, they have a bias for action.

Side projects, interesting new ideas, and the crisis of the day can divert resources from key activities. In isolation, pursuing these small ideas might make sense, but when put in the broader context of the entire organization’s transformation plan, leaders get to see exactly how non-essential these distractions are.

Leaders MUST understand that people are the most important element of cultural transformation. People are at the heart of an organization's culture. If you want to change a culture or move it in a different direction, you have to win the hearts and minds of people, especially the right people; ones who recognized that the organization needs to move in a new direction.

As a whole, individuals do not come to work with the intent to fail or to create failure. Each individual has the desire to be part of something bigger than themself, part of building something of excellence and a community of peers with a “cause”.