- Jan 28, 2011
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I’ve held leadership positions at two organisations.
The first organisation was on the brink when I joined and the top dog was leading a turnaround successfully. The culture at the start and the end were completely different. Many of the elements were the same. There was a gradual improvement in the quality of personnel but the big changes happened through leadership strategies and processes. And in the quality of relationships and morale.
In the second organisation (where I am now) the quality of personnel has stayed constant. The quality of leadership has had a deleterious effect over time. The loss of one key senior leader last summer (during a period where we are contending with Covid and Brexit) has had a huge impact in the quality of relationships and motivation.
The fact is that the staff can be made to shine by good leadership. This idea of some fixed mindset in an organisation is a myth. Football fans love myths but an elite organisation needs to rise above that (indeed it is on the leader to create that distance between internal processes which people can control and external noise. Equally a culture can degrade very quickly given poor results and a lack of direction.
These are just facts of organisations. The poor morale and performance at THFC are also facts but it can be fixed with better leadership.
Leadership is important but employees at a regular company are absolutely nothing like footballers.
How many employees that were being managed had agents? Were some of them earning as much as the top managers? Could you sell those employees on for big wages? Keep them standing outside all day and just being them in to work when someone got a bit of carpal tunnel?