"Change or any transformation activity is daunting. As experts tell us, "You don't change people, you can only change the process". So how do we as leaders motivate and inspire our employees and organizations to change?
"Command and Control leadership limits creativity, broad thinking and the ability for us, as leaders, to get the most out of the talent in the organization. The Millennials that we hire today are very social and interact and learn through social means in a very virtual and boundary-less hierarchy. Large organizations, by their very own weight, are not nimble. But, in this day and age of a social/cloud/mobile world, organizations need to experiment and pivot more rapidly. To compound this dilemma, process tends to govern too tightly with every exception or edge case being over-managed. Process becomes a controlling means to an end and not a guideline. Organizational outcomes tend to be measured in vanity metrics. Trust is completely eroded and creativity is muffled.
"Dealing with this requires a shift in our leadership model, a move from Command and Control to a collaborative model that builds trust within the organization, pushes ownership and decision-making deeper in the organization but that also has a good balance of process and policy. The outcomes demonstrate an organization with energy, and creativity, surfacing the talent and resilience to innovate and pivot as the business dictates."
Founder and President of McKinney Consulting Group
Former Pitney Bowes and IBM Vice President of Development