Individual leadership style is a significant factor in organization performance. There is evidence that when the organization has performed well above expectations the CEO’s leadership is often considered to be the major factor accounting for the performance. When the organization has performed significantly below expectations the CEO’s leadership is also considered to be the major factor for the performance outcome. However when organization performance is consistent with median expectations there is a more balanced attribution of causes. In this regard there is less emphasis on the CEO’s leadership and a greater emphasis on factors beyond the direct control of the individual leader.
The total organisation context is very complex. Some people cope with this by filtering out as much complexity as possible and focus on a single factor – often that factor is the current preferred organisation intervention. Currently leadership coaching is the fastest growing preferred performance intervention.
When considering the impact of leadership, and how to improve the leadership culture, it is important to take a holistic approach and consider all the critical factors that impact on organisation performance – particularly those factors that are beyond the control of individual leaders.
Factors that may be outside the direct control of an individual leader include:
- Economic environment
- Organization culture – a leader is both informed by the culture and acts on the culture
- Industrial environment
- Employee’s behaviour outside the control of the leader (eg, a key group of old-timers who cannot be dismissed actively undermining the leader)
- Industry competition
- Financial health of the organisation (eg, non-profit charity organisations with limited financial resources to attract and retain top performers)
In previous posts I have discussed the problems created by Change Silos (How to Avoid Change Silos – posted on 18th July 2008). Leadership programs need to be considered and implemented within the total context of the organisation. This means all the factors that inform individual leadership styles need to be evaluated.
Moreover, consistent with organization renewal principals, the leadership program needs to be ongoing and continually adjusted and synchronised with the ongoing adjustments and synchronisations of the other components of the organisation’s internal and external environment.
If you would like more information on how to develop an effective leadership program within an organization renewal framework call Dallas Burgess 61 2 99573511 or visit www.peopleadvantage.com.au and send an email to Dallas.
© PeopleAdvantage Pty Limited 2008 All Rights Reserved.
Thank you for the comment.
You know this is a really good post i havent thought about this for quite a while and you have like sparked me to look into it further and re educate my self in the subject….thanks,hope to see more of your posts soon
Thank you , much appreciated.
I am very busy so I don’t update regularly. But if you use RSS you can stay in contact.
All the best.
Dallas
I wish more people would write blogs like this that are really fun to read. With all the fluff floating around on the internet, it is rare to read a blog like yours instead.
Excellent contenu. Merci de poster.
I can guess the serious work it must have been needed to research for this post.All what i can say is just keep Publishing such post we all love it.And just to bring something to your notice,I have seen some blog providng your blog as source for this information.
This is absolutely one of the most interesting blogs I’ve seen. It’s so simple to tune out, but there’s seriously some supreme material online, and I think your place is one of the few!
I update when I have time. Thank you for your comment.
Interested to hear why you think it is not such a big issue.
Good site!
Thank you.
Thanks for the comment and your advice re use of my blog. Can you send me the blog site detials?
Thank you
Thank you, I agree
Thanks, you are welcome
You are welcome
Quite a few
Yes, there needs to be a more balanced and realistic approach to the notion of leadership and impact on organisation performance
Yes. See the Blogroll
Thanks, will do.
Ok, but please ensure you tell people where you got the informatin from, it is copyright
Thanks
That’s ok.
Thanks. Please take the opportunity to add your views.
I have been blogging for about 2.5 years on and off. I don’t get a lot of time to do this. I know the subhject area well as I am an Organisational Psychologist.
Ok
Thank you for your comment
Thanks. Your blog address did not appear. Can you send thanks.
Go to the Blog Roll and click onto the RRS feed. Cheers