Last week’s insights spurred a few comments which has prompted some follow up on this area of the gap between an individuals need to find purpose and the opportunity for a business to provide at least part of the answer. Many leaders did not get into the business they are in to be human relationship experts. They pursued their business opportunity because of a technical or personal affinity toward the products or services being provided. As leaders of the business, you now have a more magnified role in the area of people happiness and the culture in your organization to foster it.
This contribution point for your leadership is in a constant state of evolution. What worked last year likely won’t be as effective this year and what did not work in prior years could very well be the best solution in the coming years. The variables when it comes to the world of taking best care of your staff is full of ups, downs, sideways slides, and any number of other directions it will take you.
If you and your business is not solidly built on a firm foundation and framework, then it is subject to the intense variability of individuals and societal changes. This amplifies the number of adjustments needed to just keep the business pointed in a good direction. By having a defined Purpose, Core Values, Key Principles and defined expectations for relationships, people, processes and procedures your ability to weather the storm of constant pushing and pulling from staff can be navigated much smoother.
When the foundation and framework are set in place and everyone is not just aware of the structure but lives, problem solves and make decisions based on the “Core” of the organization then when a change presents itself it can be handled in a productive and constructive way. This structure offers consistent routine and promotes consistent discipline for the team. This allows for all members of the staff to be engaged into the best contribution each can make. This in turn allows for the organization to make its best contribution to he Purpose that it is pursuing.
When the structure is not in place or has only part of the structure in place then it opens the door for more variety or gaps to exist. These gaps cause individual decision making and not necessarily guided by company expectations. When variance happens, it is time for leadership to not compromise to the shift but to align the opening with the organizations “Core” structure. As variability recurs it should be a sign that the “Core” purpose, values, etc. are one of many possibilities. Such things as the values are nice words but in practice are ignored. The Purpose may sound very nice in a statement but does not reflect the authentic intent of the business.
There unfortunately is no quick fix. No special pill you can take to relieve the pain of the issues. It requires a genuine commitment to the time to knuckle down and get your “Core” in shape. Much like your human body, your core is the very stability for your upright walking, running etc. If you have a weak midsection on your body then you will likely have a recurring back, side, front and any other number of pain points. If you talk to a health professional, they will advise you to get your physical core in shape. This process is not a onetime visit to the gym. It takes a hard time commitment and proper exercises to achieve a solid physical core. Once achieved then a maintenace program to keep it solid is then in order.
As the leader of your business’s destiny, the core on which you build the future must be solid. If you are already there – congratulations! You are ready to make sure your core is maintained and continuously reviewed for new and better improvements. If your core is out of sorts and alignment is needed, then now is the time to get it set up correctly.
Not sure if your “Core” is well aligned? Let’s start a conversation by reaching out to a Promise Guide at Fl (407) 984-7246 or MI (313) 527-7945
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