Leading with Vision, Inspiration and Integrity for Excellence...

Leading with Vision, Inspiration and Integrity for Excellence An organization which aspires for excellence has leaders  in the management team who not only shape the future but also make it happen by acting as role models for its values and ethics. The leaders have capabilities  and integrity to inspire, adapt, react and gain the commitment of all the stakeholders. They are flexible, enabling the organization to anticipate and react in a timely manner to ensure and sustain the ongoing success of the organization. Organizational leaders develop the mission, vision, values and ethics and act as role models. They define, monitor, review and drive the improvement of the organizational management system and performance. They  engage with external stakeholders and reinforce a culture of excellence with the organizational people. They ensure that the organisation is flexible and manages change effectively. People like working with organizational leaders who do two things namely (i) lead from their values, and (ii) share an inspiring vision for the future. These two things are clearly connected. If the organizational leaders are grounded in their values, they can build a culture of trust and transparency in the organization. The three basic requirements for the organizational leaders for propelling the organization on the path of excellence are namely (i) vision, (ii) inspiration and (iii) integrity. These three basic requirements are shown in Fig 1 and described below. Fig 1 Basic requirements for organizational leadership Vision  Organizational leaders are to dream, create and articulate a wonderful, compelling and inspiring vision for the future of the organization. The vision is to reflect a new dawn for the organization and is to be created  working with imagination, insight, and boldness. It must present a challenge that calls forth the best in people and brings them together around a...

Policy and Strategy

Policy and Strategy  The success of an organization is strongly linked to how the management perceives the goals to be achieved and the ways devised to achieve those goals. These are two different but interrelated concepts of policy and strategy. Organizational success or failure is largely dependent on how the various functional areas in the organization are combined to produce and deliver value to different stakeholders. This integration of functions is taking place in a continuously changing and complex environment. The formulation and implementation of policies and strategies is an important issue as the organization strives to remain successful and grow in an increasingly complex, competitive and globalised world. It is therefore interdisciplinary by nature and requires an understanding of all functional areas. Organizational policy refers to the roles and responsibilities of top level management, the significant issues affecting organization wide performance and the decisions affecting organization in the long run. Organizational strategy is the strategy developed and implemented to the goals set by the organizational policy. More specifically, organizational strategy can be defined as the way a company creates value through the configuration and coordination of its various multi activities. Organizational policies and strategy provide guidelines for action. Unfavorable and ambiguous policies or strategy may affect the functioning of the employees adversely and they may experience stress. Organization wide policies are designed to achieve major organizational objectives. If an organization think about achieving something as involving ways, means and ends – policy is often engaged with the ‘ways’; strategy is concerned with the ‘means’; and finally planning is focused on the delivery of the ‘ends’. Fig 1 shows relationship of policy and strategy as compared with vision and mission. Fig 1 Relationship of policy and strategy with vision and mission  Policy Policy is a...

Vision, Mission, and Values of an Organization...

Vision, Mission, and Values of an Organization Vision and mission both relate to an organization’s purpose and are typically communicated in some written form. Vision and mission are statements from the organization that answer questions about who we are, what do we value, and where we’re going. Vision and mission create a target for strategy development. Vision and mission provide a high level guide, and the strategy provides a specific guide, to the goals and objectives showing success or failure of the strategy and satisfaction of the larger set of objectives stated in the mission. Vision and mission statements play three critical roles. They are (i) to communicate the purpose of the organization to stakeholders, (ii) to inform strategy development, and (iii) to develop the measurable goals and objectives by which to gauge the success of the organization’s strategy. These interdependent, cascading roles, and the relationships among them, are summarized in the Fig 1. Fig 1 Key roles of vision and mission There are three reasons why an organization must develops vision and mission statements as shown above. First it helps the organization focus on what is really important. Although the organization knows what it is trying to do to improve the performance, yet it is easy to lose sight of this when dealing with the day to day hassles that plague all organizations. The vision and mission statements of the organizations help employees remember what is important as they go about doing their daily work. Second, organizational vision and mission statements let people and other organizations have a snapshot view of what the organization is and what it wants to do. When the organizational vision and mission statements are easily visible, people can learn about the organization without having to work hard for...