In today’s business environment, leaders are confronted with a surplus of challenges: Employee Engagement, Competitive Strategies, Branding, Culture and Technology. The business environment is changing so fast that many businesses just trying to keep their head above water. Many of them are not quick enough to adapt to their environment and growing their most important investment-people! If businesses are to survive in an increasingly turbulent environment, they need continual sense of urgency on two critical factors: people and leadership!
Margaret Wheatley, American writer and management consultant who studies organizational behavior writes about our untapped human potential in organization today, “It is time to become passionate about what’s best in us and to create organizations that welcome in our creativity, contribution, and compassion.”
People are longing purpose and authenticity in their daily work. People want to help and contribute by becoming part of something bigger than themselves. People have the capacity to step up and bring more of their energy, creativity and leadership to make their organizations shine.
For many organizations in the 21st century, people have become their competitive advantage. Customers are not loyal to your products and services; they are loyal to the people who provide excellent service.
The performance (and survival) of any organization is the empowerment of its people. Unleashing human excellence is a critical success factor, not just for growth, but to stay relevant in our business environment today. Simply put, there is a synergetic relationship between human potential and the overall organization performance – if human excellence increases, so does the capability of the organization to succeed.
We need to create human value. We need organizations to develop their human capital. Does your organization or business magnify and develop people’s strengths? Are the employees given a chance within their scope of work, to develop and grow? Every manager needs to ask these questions and reflect on them in an honest way.
Leaders are the most influential people within an organization. The leader’s role is to inspire people – help them generate new ideas, provide a compelling vision and strategy, and build the context and culture to support employees within the organization.
They must take action to unleash human capability to explore and discover more of their human resources. If you hired smart, talented employees, why not continue to growth to maximize their capabilities? The organization win together.
The organization’s collective ability to excel at managing and engaging employees will result in outperforming their competition. When you look at the most successful companies any industry, their culture sets the tone for their performance. They build on their strengths.
Peter Drucker said it best, “Effective executives build on strengths-their own strengths, the strength of their superiors, colleagues, and subordinates, and the strength of the situation.”
We used to think that successful organizations had cultures which individuals did or did not fit. People were interchangeable parts. But the paradigm is changing. Organizations no longer hold all the cards, and can no longer “command and control” their business. Many executives are finding they must adapt to the needs and value of the people they would like to be part of their organization.
I am suggesting three areas where leaders can unleash more of the human potential in their organization:
Begin with the employee’s values
What’s important to them and how their values can be “married’ to the organizational core values? Leaders need to encourage respect, equality, growth, belonging, and purpose as critical human values. This begins with leadership. You have to take the initiative to listen and get ideas, feedback and valuable information that can connect the employee values to the company’s direction.
Help Your Employee Grow
Leaders must work towards helping individual’s development, by providing the proper tools, resources, and incentives. This includes opportunities for real work-life balance, along with autonomy and empowerment in decision-making. There are many opportunities for cross-training and learning new things on the job.
Encourage more innovation
Leaders should explore ways to allow employees to organize and self-manage themselves than what is currently offered by the traditional management hierarchy. Every manager needs to look beyond rigid, inflexible management structure of hierarchies and processes. It begins with the belief that everyone has value and a contribution to make in your organization.