Nowadays, the majority of the companies have hired leaders having an impeccable operational proficiency that are required to maintain status quo. But, usually they come face to face with a deficit – they fail to find people in positions of power having immense experience and the right amount of experience in tackling wicked issues. Well, such issues do require more than just one command; they have causes that are beyond comprehension and solutions that all the times seem uncertain, and it has been found that most of the times the company has undergone significant changes in the way they conduct their business. Every company tends to face such challenges today.
But, we don’t have to travel so far, as there are already strategic leaders in the companies, it’s just their potential are being continuously overlooked. Actually, the issue lies in the whole process as for how the companies promote and develop their leaders. In most of the companies, all those individuals who reach the top of the hierarchy are because they demonstrate exceptional performance, persistent ambition, and have the ability to solve the issues. These are surely helpful attributes but certainly, these are not the skills of a strategic leader.
Let us discuss some of the key principles of strategic leadership. These principles comprise of an amalgamation of organizational systems and personal proficiencies. Make sure you have implemented them as one single system in order to have effective results –
Distribution of the responsibilities – Strategic leaders have years of experience and they keep practicing, owing to which they successfully improve their skills. All the top leaders should empower all the people at lower levels to be an imperative part of the decision-making process.
As and when the responsibilities are being disseminated, the strategic leaders gain an opportunity to analyze as what happens when risks are taken. This also helps in increasing the intelligence and sense of confidence when the people, at lower levels, are made an important part of the decision making process.
Being honest and open about the details – This model was mainly framed to curb the information flow. The main issue that arises is that when the information that is being provided to the particular individuals in on a need-to-know-basis and the people are being forced to make random decisions. They are completely unaware that the elements bear great significance to the company. And it understandably gets quite difficult to make assumptions when you are not being provided with the holistic information. When the people are not being provided with the needed information, it tends to lower down their overall confidence. Understandably, there are some secrets that should not be shared but the employees require extended information in order to take the place of a strategic leader. Some of the well-known companies that use this are Harley-Davidson and Southwest Airlines and we all know how successful these companies are.
Make way for other strategies – All those strategic leaders, having all the qualities and attributes, should be provided with an opportunity so that they get to work with other employees of the company. Otherwise, like we already discussed, they will lose their self-confidence and tend to feel neglected. The moment they realize that there are others with similar inclination, they will be more open.
The first step is to discover such people, there are strong probabilities that some employees themselves might not be knowing that they possess such qualities. But their seniors, having years of experience, recognize the talent that they are hiding deep within themselves. Of course, you don’t want to generate a feeling that some people need some special treatment. Instead, you should be thinking that most of the leaders do possess the required qualities to become a strategic leader. Then invite the employees together so that they get to learn from one another and play a major role in fostering a more cohesive ambience within the company.
Hiring should be done to bring change – Hiring should be done smartly, ensure that the final decisions are made on the basis of experiences and professional capabilities. Judge how good is the candidate to deal with a real life situation, do a research work as how they were in their previous organizations, judge their psyche and proficiencies to find strategic solutions for the issues. In all these cases, you are basically judging the candidate’s ability to perform specific tasks and at the same time being visionary about the strategic goals.
Giving your all – Strategic leaders understand the fact that they will have to deal with the intricate situations and problems, owing to which they will have to use their experience in order to provide a solution. They will have to explore all their passions, proficiencies, experiences and interests in order to find out innovative solutions.
The best part is that such people do encourage all their subordinates to do exactly the same. In this whole process, these leaders help in building a less stressful ambience in the office as no one is pretending to be somebody else and all are responsible for what they are doing. The end result is that it helps in developing an environment where the employees can freely share their capabilities and their constraints with each other.
Wrap up – When you follow the above-discussed principles, you will surely develop the skills and influence to make way for all those who follow you. That’s fortuitous because having the proficiency of changing amid the societal and business challenges and interruptions is imperative to the success of your company and perhaps for its survival.
Lisa Coffey presents ideas to empower companies to take evolutionary leaps in their go to market strategies and assist entrepreneurs catapult their small business into the 21st century by utilizing these business strategies on Investment Bank. A free spirit, residing in London, she has been a writer for 5 years with over 500 published articles.