The Role of Leadership in Driving Excellence

By Paul Keijzer

During my interactions with executives in an attempt to understand their organizational culture better I’ve often inquired what they believe is the core requirement in driving excellence. Unsurprisingly, the responses are pretty unanimous whereby most believe performance and operational excellence is driven by a customer-focused culture, highly engaged and talented employees, a clear vision, efficiency in processes and of course effective leadership. Sure, all of these are accurate responses that indeed do impact the desire, strive and attainability of an organization to achieve excellence. But when you look closely, there’s only one true driver that stands out and is common across all organizations – and that’s leadership.

Driving excellence is dependent upon various factors, environments and circumstances that organizations experience. Every organization has its unique challenges that are linked to the industry it operates in, its core competencies and the talent it employees. However, what remains universal (irrespective of these factors) is that effective leadership is the sole key driver of greater organizational outputs and performance. It’s an unchallenged fact that’s backed by several research. And it makes sense that at the heart of an organization’s ability to attract and retain talent, satisfy its customers, develop innovative products and services and ultimately achieve exponential growth is the strength of its leadership. Effective leadership is driving excellence for organizations to be able to engage its employees, develop and strive towards a massive transformative purpose and focus on customers.

Driving Excellence Through Engaged Employees

Leaders can only truly achieve success based on the strength, ability and talent of the people that support them. The first challenge that any leader faces is to build a team of talented individuals whose skills, once exploited, will enable organizations to be innovative and productive. However, the real challenge comes next. That’s when leaders must be able to retain their talent and keep them engaged. How successful leaders are in engaging talent will directly impact their ability in driving excellence. Sure you could “get the job done” but that’s not what you, as an exponential leader, are settling for. You’re raising the bar, aiming to be a disruptor and develop a leadership legacy that resonates for decades. That can’t be accomplished with a group of dissatisfied and disengaged employees.

Effective leaders have started to understand the importance of an engaged workforce and make efforts to develop a culture that echoes this ideology. You don’t have to go overboard trying to match every benefit or environmental aspects of your competitors to engage your employees. What you need are a few simple strategies that can get the job done. Some of them are:

1. Development

Because skills are rapidly becoming obsolete and redundant the need for skill enhancement is more than ever before. The investment you make in keeping your talent’s skills relevant will facilitate efficiencies in your processes and operations, enhance your customer’s experience and enable your organization to be even more innovative.

2. Capacity Building

Develop systems that encourage transference of knowledge so that you’re not held hostage to your talent. Knowledge sharing and building Go to the full article.

Source:: Business 2 Community

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