"All organizations do change when put under sufficient pressure. This pressure must be either external to the organization or the result of very strong leadership."
Bruce Henderson, CEO, Boston Consulting Group, Inc, Henderson on Corporate Strategy (Abit, 1979)
It is only ‘change’ that is constant in this world which is continually evolving. Every minute a new technology is born making an older one obsolete. Every minute a child is born adding to the list of customers that have to be served. Every minute resources are running short, making it more challenging to deliver results.
The only way organisations can cope with change is by having strong leadership, a functional structure and efficient communication, that will act as shock absorbers to the rapid changes that confront the organisation.
A good leader inspires the work force; the kind of leader who makes you want to return to your work-station every morning; the kind of leader who makes you feel that you have a professional responsibility to serve the organisation that you represent.
Jack Welch once said: “The core competency of GE is the development of its people. Great people make great things happen and involving all of them is really the answer. People at any level should feel that they can reach their dreams.”
The role of a leader is to develop his people emotionally, intellectually and spiritually. Some might feel that this is crossing the line of rational expectations. But one must remember that just like the car cannot operate without the clutch, accelerator and brake, the human being is ineffective without the right emotions, intellect & spiritual development.
He must be like the eagle which soars above its young, teaching them to soar to greater heights. He must be the kite-seller who flies his colorful kites in the sky, but keeps them firmly in his hold so that they do not break loose. He carefully guides the kites and keeps them away from any danger.
The leader has to first understand the individual who is like a multi-layered lotus. Every employee brings with him / her skills and talents. While these are important to the organisation these are only the external & visible aspects of the person. Deep within the individual lie many emotions, dreams, aspirations and potential. The leader must spend quality time with his people and understand them better.
A leader needs to partner with his employees & treat them with respect, dignity and value. Each individual has his role to play. The last batsman may lead the team to victory.
The best way to motivate employees is by example. Nothing motivates subordinates more than an honest, sincere and hard-working boss. There is a belief that the carrot motivates, while the stick lowers morale. The leader needs to be the first to accept the stick and the last to accept the carrot in his team.
The last part of the journey is to involve employees in decisions concerning them. A leader who discusses issues at a coffee table and invites solutions is likely to be more successful.
Man never enjoys all that comes easily to him. The fruits of labour are always savoured more when compared to rewards served on a platter. Success can only be rewarded with higher responsibility.
Lastly, the treasures buried in every man’s mind are lost forever if not shared with the world. The leader must always encourage knowledge & experience sharing.
With all these ideal ingredients in place the problem disappears, as… People Rewarded Only on Better performance are never Lazy and are Ever Motivated. Such a leader creates a proactive work force that plans in advance and accepts challenges with enthusiasm. Such a leader is a transformational leader.
II M.A. HRM,