I’ve blogged in the past about the importance of pushing for change when you’re a leader. See Implementing change should be like shaking a champagne bottle and Survival depends on how you transform to fit your environment. And this is exactly the message that my professional colleague and friend Sid Ridgley delivers in his guest post today. Sid’s expertise lies in helping leaders increase their company’s value proposition to its customers, employees and shareholders through intensive organizational development strategies, and I’m very excited to share his words of wisdom with all of you.
“The manager accepts the status quo; the leader challenges it” -Warren Bennis
It is perfectly natural to want to keep things intact, seek calm and predictability. After-all, today’s status quo was the result of yesterday’s disruption. Status quo means arriving at the place called “ok” where people are focused on keeping things the same and being content with mediocre results. The trouble is, the world and its people are constantly change. Managers are rewarded for meeting performance targets while keeping within the people, financial and organizational resources that have been budgeted. Typically when managers are asked to “challenge the status quo” they invariably react by focusing on process efficiency. None-the-less, and let’s be clear, the functions of planning, organizing, staffing, directing and evaluating takes the guesswork out of whether or not an organization will achieve some results. But greatness is an illusion. Continue reading