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01 April 2010 - One of the most important functions of a leader is to identify the values, and it has to be started with the core ones. It's a massive requirement for any leadership in any organisation to have an 'in charge person' to identify it, as the success and failure of this process can literally make an organisation, and can also tragically, break an organisation.
Some institutions may built up with a respective, progressive and strong foundation, even these institutions may also liable to collapse, should its leader failed to sense the core values, and do not have any idea on how to identify one. We maybe familiar with the concept of SWOT and its implementations. But, words are meant to be translated into actions. Excellency in writing is no way closer to its perfection except through the implementation. What we need is not just slogan, we need a statement.
It's totally wise for a leader to make the identification of his or her organisation's core values as a top priority. The leadership will have to and strongly suggested to take their ample time - with the bearance that every single clock ticking is precious - to identify the core values. Any leader may starts this exploration within their organisation by firstly, get to know their subordinates. What needs to know then? Certainly their strength, their ability, their experience, their inner and outer motivation, their contribution and their willingness. Don't go for the disadvantages. Don't venture into their lackness and shortcomings. Don't highlight only the differences between you and them, as it will not bring any good. It is also not something which is desirable in the management world should any leader direct and manage the organisation with the intention of finding any faulty, or preparely hiding behind the wall and ready jump out to pick up any mistakes occured.
You may want to review the way of delivering requests and orders. Most of the time, for example, in a small organisation,request doesn't have to be in writings, as verbally might create a good working communication and strengthen the bond among personnel. Furthermore, the management style today is just the matter of one phone call away. Locking yourself inside the four walls is essential, technically, but the real situation is out there, the real involvement is somewhere beyond the boundaries. Should you prefer to have it in writing, please be aware that not every people or leader is good in representing their ideas properly into writing. You might end up delivering the task or whatever message that you desired, but you will also create the uncertain environment which can fire up distrust and uncomfortable situation and trigger misconceptions. Hence, inconvenience in communication sparkled. Especially if your organisation falls into a category that is very particular about the 'black and white' and bindings.
Assuming that a leader is now identifying the values in his or her organisation. Whilst having this in action, don't try to do this alone. Don't just put yourself in a state of compleasant and confidence based on your previous past experience in management. Different organisations, different stories. Do take advantage of the resources you have around you, in a good way. What I mean is, the resources that you pulled out is not just to save yourself from any embarrassment or misachievements in front of upper management level. It's part and parcel of the learning process. People naturally respect the sources of knowledge, should they really consider themselves in a state of learning something. If this is the case, then a leader can gain both, his or her enrichment in managing the organisation, and secondly, the respect he or she deserved from the followers or subordinates.
So, draw in your people. I believe that everyone should have ownership in this process. It's acceptable should any leaders want to be seen up front, it's totally understood. But, do not underestimate the process of learning and the resources that you gain along the way, from your own people. Pondering upon all these, we have to remember one thing, rules can be imposed but values cannot. So, bring everyone into the process early. When you have that, you can safely ensure yourself that, values are now being communicated :)
Some institutions may built up with a respective, progressive and strong foundation, even these institutions may also liable to collapse, should its leader failed to sense the core values, and do not have any idea on how to identify one. We maybe familiar with the concept of SWOT and its implementations. But, words are meant to be translated into actions. Excellency in writing is no way closer to its perfection except through the implementation. What we need is not just slogan, we need a statement.
It's totally wise for a leader to make the identification of his or her organisation's core values as a top priority. The leadership will have to and strongly suggested to take their ample time - with the bearance that every single clock ticking is precious - to identify the core values. Any leader may starts this exploration within their organisation by firstly, get to know their subordinates. What needs to know then? Certainly their strength, their ability, their experience, their inner and outer motivation, their contribution and their willingness. Don't go for the disadvantages. Don't venture into their lackness and shortcomings. Don't highlight only the differences between you and them, as it will not bring any good. It is also not something which is desirable in the management world should any leader direct and manage the organisation with the intention of finding any faulty, or preparely hiding behind the wall and ready jump out to pick up any mistakes occured.
You may want to review the way of delivering requests and orders. Most of the time, for example, in a small organisation,request doesn't have to be in writings, as verbally might create a good working communication and strengthen the bond among personnel. Furthermore, the management style today is just the matter of one phone call away. Locking yourself inside the four walls is essential, technically, but the real situation is out there, the real involvement is somewhere beyond the boundaries. Should you prefer to have it in writing, please be aware that not every people or leader is good in representing their ideas properly into writing. You might end up delivering the task or whatever message that you desired, but you will also create the uncertain environment which can fire up distrust and uncomfortable situation and trigger misconceptions. Hence, inconvenience in communication sparkled. Especially if your organisation falls into a category that is very particular about the 'black and white' and bindings.
Assuming that a leader is now identifying the values in his or her organisation. Whilst having this in action, don't try to do this alone. Don't just put yourself in a state of compleasant and confidence based on your previous past experience in management. Different organisations, different stories. Do take advantage of the resources you have around you, in a good way. What I mean is, the resources that you pulled out is not just to save yourself from any embarrassment or misachievements in front of upper management level. It's part and parcel of the learning process. People naturally respect the sources of knowledge, should they really consider themselves in a state of learning something. If this is the case, then a leader can gain both, his or her enrichment in managing the organisation, and secondly, the respect he or she deserved from the followers or subordinates.
So, draw in your people. I believe that everyone should have ownership in this process. It's acceptable should any leaders want to be seen up front, it's totally understood. But, do not underestimate the process of learning and the resources that you gain along the way, from your own people. Pondering upon all these, we have to remember one thing, rules can be imposed but values cannot. So, bring everyone into the process early. When you have that, you can safely ensure yourself that, values are now being communicated :)
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