The clock on my wall shows it is 15 minutes past noon on the 29th of April 2012.
And I am desperately trying not to succumb to the temptation of writing about the miserable two days that I spent last week - attending what was meant to be an internal strategy conference aimed at helping my organisations’ teams to have greater ambition, deliver more excellence and generate more impact - and what it finally turned out, which was, at best, a reaffirmation of team-spirit!
So how does an organisation institutionalise the development of leaders who can inspire? How can it realize in a timely manner, that there are leadership issues! Where can it learn that 360 degree leadership does not absolve its Board-level leaders from performing as leaders? Is there a right way to re-engineering leadership, and how does an organisation ensure that such changes provide sustainable improvements across all spokes of a balanced scorecard of performance against objectives? Who “bells the cat” if the organisation is not in a crisis-mode? Does “whistle-blowing” really help, especially, when leaders are perceived through much of the rank and file as “nincompoops”, but a culture of survival dictates the internal communication ethos?
And how where and how does innovation step in, in such environments? Can any come from inside the organisation, or will this have to be externally driven? Whether externally-driven or internally-evolved, what are the risks that have will need to be managed? And to sum up all these questions, do we have enough of case studies that can illustrate the cost-benefits for organisations that have gone through innovations that changed, for them, the entire leadership paradigms and helped them move into a new orbit of success?
As I ponder on these questions, I know that I have a lot of work cut out for me to just understand the basics of leadership challenges in today’s world.