In other words, their leadership SUCKS…

Tracing the origins of business survival true statistics by Bloomberg revealed that 8 out of 10 businesses ‘fail’ within the first 18 months of inception.

The question is – who is the real culprit for this colossal amount of failures?

Most businesses fail because the leaders running them did not succeed in creating a culture of awesomeness. This deficit further resulted in crippling everything else that they did.

Business culture is a curious thing. You have one whether you’re oblivious and ignorant to its presence or not. And if you’re not focused and clear about the culture you are working to cultivate in your business, you’re going to end up fostering an environment which talented high performers would not want to get associated with.

The unfortunate reality is that many leaders wake up to this realization only when sums of money are involved. Whether you’re incurring losses or not making enough profits or looking at growing exponentially – are the only circumstances where business leaders pause and think about organizational culture. And in this instance, it’s usually too late to drive the immediate change leaders seek.

Just because you need to scale up or expand right now doesn’t mean you’re going to be able to bend the laws of nature to your will. That’s not how culture works. Frankly, you’ll never drive massive amounts of new revenue if you’re not focused on creating a sustainable high-impact, inspired workplace.

It really boils down consistently and persistently adheres to the following leadership norms

•  Invest time not just on doing better but on being better.

•  Get rid of negative people and destroy passive aggressive activity wherever you spot it in your organization.

•  Never shy away to apologize and own up when you do something wrong

•  Set real and clear expectations with everyone around you.

Practice these things every day: Preach them! Teach them! Reward them! Protect them!

Don’t expect anything to change overnight. But stay at it.

Make your growth an outcome of a sustained and congenial culture and not a random act of hiring new talent or technology.

“Become the kind of leader that people would follow voluntarily; even if you had no title or position.” —Brian Tracy

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