We all take our cue from the top. A leader’s style determines about 70% of the organization’s culture which, in turn, drives up to 30% of performance (Firms of Endearment).
Of course, I don’t need to cite research. We all know it’s true. We see it every day: at works, at home, in schools, and in the community.
With few exceptions, when ONEplace staff meets with an organization to discuss concerns and challenges, dysfunctional leadership plays a debilitating role. The flipside is also true. When we work with healthy, effective organizations, we find that vital leadership sits at the hub of their progress and success.
Most often, the crux of the leadership challenge or success rests in the partnership between the executive director and the board. Like ripples in a pond, the actions of this crucial partnership radiate to every stakeholder, often having the greatest impact on those furthest out. This commonly means that those staff and volunteers on the front lines are motivated by impeccable clarity of mission and direction or left frustrated, arguing over ambiguous pronouncements.
So, what to do? Pointing fingers (be it blaming or idolizing) either exacerbate a problem or simplify a success. For now, I ask you to consider two things:
- Please share your successes. Leave a comment, post on our LinkedIn group, send me an email or otherwise share what you’re doing that works. Supporting one another in this way builds a stronger sector for us all.
- Please do not let a problem situation fester any longer. Problems often take months to develop, and they will take focused effort over time to resolve. Let’s work together to explore your particular situation and begin to take steps to repair your system.
It comes down to this: what’s your next move?