The make or break of an organization depends on human leadership. Is it true?
Based on what I’ve observed over 30 years of HR experience, I would not disagree to it. An organization is a collection of individuals working together towards a common objective. The boss’ ability to harness the various skills and behaviors of these individuals towards a common aim is what leadership is all about. Once harnessed and synergized, the organization should be able to produce the results desired. Nonetheless, if results are still being eluded, then strategy is the cause, not leadership.
Leadership is a strange skill. There is no leadership formula where leaders can adopt and apply successfully in their organization. It is situational. What works here may not be effective elsewhere. McGregor’s theory X and Y of leadership is proof of the pudding. Leadership effectiveness is invariably dependent on the profile, culture, education, knowledge, experience and the whole behavior matrix of followers. Leadership is also dependent on one’s inherent personality and chemistry. This is perhaps the greatest challenge of leadership. A new leader brings with him a different persona and chemistry compared to his predecessor and this can either be positive or negative to the followers. Such being the case, it is no wonder that many organizations crumble as a result of leadership failures.
I have worked directly with 8 CEOs in my lengthy HR career and indirectly with about 100 corporate leaders both locally and overseas. Each one of them demonstrated leadership traits that are determined by their skills, attitudes, personality, experience and mindset. Some managed to lead well whilst many faltered. Those who failed either lost their jobs or remained stagnant in their careers. Hence it makes sense that leadership training should be a key agenda in the development of senior executives. I hope to share my views and observations on leadership in this space given my experience as a HR leader across three decades in Malaysia and Asia Pacific.
In this article, I’ll start off by sharing the leadership example of a boss I truly admire and whom I’ve previously worked for. I believe his leadership traits was perfect for the circumstances we were in at that time. We were with a multinational company in the FMCG (fast moving consumer goods) industry competing against international brands. We were having a few hundred stores nationwide, yet our business remained stagnant. The CEO was appointed with a mission to put the company back on a growth curve. In two years, he transformed the business and the company grew by almost 30% on the third year. I would summarize his leadership traits as follows:
1. Popular, humorous and people oriented
2. Communicative, conscientious, down to earth and approachable
3. Talent spotter
4. Strategic and deep knowledge of the industry
5. Independent and hands on
The subject is an extrovert with a quick grin and natural humor. With such disposition, he was able to win the affection of all employees and third party operators. His warm persona made it easy for him to get favors from bosses and peers around the globe. He has no airs and graces around him and interaction with employees was easy. He touched people’s hearts and this made them feel important. He earned their respect. People rally behind him and believe what he espoused.
He reads people well and seems to know whether they are results driven or expendable. This gives him the edge to build the right executive team for the occasion. Building the right team is crucial for any organization. The CEO alone cannot drive the organization without the support of a cohesive and effective management team. I remembered how he skillfully made the changes to our leadership team without really offending those that were replaced.
As the CEO, he knew the business better than anyone else. He is a marketing man and this gave him the edge on product knowledge and market dynamics. This knowledge coupled with a strategic mindset and gift of the gab made him invulnerable during heated debates on the direction of the company. A good leader must also win at the meeting table. Great leaders are persuasive and able to put forward their case objectively, backed with relevant data. He is one of them.
I would say that his leadership style was perfect for the FMCG industry. In an industry where employees must be constantly motivated to serve customers well, he was the right fit as CEO. His humble disposition and brilliant strategies enabled everyone in the supply chain to feel motivated and work tirelessly for the company. Everyone felt proud to be part of the organization and relentlessly served customers efficiently.
It is natural that people will accept you as their leader once you’ve embraced their hearts. This can be done by adjusting yourself to their way of life. You will be accepted as a leader once they feel that you are empathetic towards them. Empathetic does not mean submission to their wants. It means you understand their situation and gives them hope for the better.
Apathy, on the other hand, will not raise your leadership scale in a mass market environment. Employees’ morale will erode and service to customers will be negatively impacted. Results will decline and the leader’s capability will be questioned. In my career, I have noticed CEOs who displayed apathy towards employees. This resulted in complete loss of morale among employees and eventual self destruction of the organization.
As the HR leader of the company at that time, I didn’t have to toil much on employee motivation, thanks to our charismatic CEO. With his presence, the employees were already motivated and rode happily on the crest of success that he brought. That’s why I always believe that leadership of the CEO is either the creator or breaker of organizational success.
Unfortunately, in life, all good things come to an end. After putting our company on the right track, our beloved CEO was transferred to a bigger market in Europe on promotion. A new CEO was appointed to replace him and a new leadership conundrum begun. I will share my views on the saga of new CEO in my next article.
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