Leadership Direction

welcome to the third episode off the leadership.

Serious, where we are dealing with the most destructive leadership

traits in an organization, how to avoid them and if

they happen, how to correct or develop them.

Today we are going to speak on the third most

destructive leadership trade, which is lack off direction.

Many organizations and many leaders will confuse the direction of

the organization, and some of them would actually have no

direction. The question is, if an organization is let by

a leader who is confused on the direction where they

should be going, how would the organization move?

And how would the employees or the followers off the

organization find the right thing to do in the middle

off absence of information and absence, off direction or guidance?

So why does this happen and how tow, avoid organization

and lack off direction.

So the first step offsetting the direction is actually finding

the goal.

And when we mentioned gold setting, most of the organizations

are after profit.

They want to be number one in what they are

doing on day want to achieve excellence in several terms.

However, the question here, when we are talking about The

gold setting is not about gold setting only for the

organization, but it's actually gold, setting off the leader himself.

It starts from the leader because if you don't know

where you're going, then the organization for you is a

vehicle. The organization does not tell you the direction the

organization will tell you Theo the objectives that they want

to achieve in terms of financial measures in terms, off

vision and mission.

But they still remain as a vehicle if the driver

of the organization who is the leader does not drive

the organization where they should be.

Order does not believe in the mission or the vision

of the organization.

How can a leader drive an organization to its desired

goal by the founders?

Cause if we look at the organization's organizations are not

self forming, they are formed by people and they are

alive and they are vibrant in case an organization wants

to reach a certain direction.

This direction will be set by the founders of the

organization, Now the final.

The founders of the organization are going to give this

mission and vision to the next generation, so they are

going to go from top from the founders, all to

the subsequent organ generations that are going to leave the

organization in the future.

So eventually in the middle of this hierarchy or in

the middle of this sequence off, neither ship leaders will

be hired to take the room.

If those leaders do not believe in division and mission

of the organization, or think that they should drive somewhere

else or a different way, then the hero will.

Confusion will occur.

So gold setting here.

What we mean by gold setting is what Stephen Kobe

mentioned in his book The Seven Habits of Highly Effective

People have a number two was.

Think with the end in mind, every leader, my must

ask themselves, What do I need from this organization?

How do I want personally want to achieve?

Because there is no separation between individual goals and organizational

goods? If someone wants to achieve financial objectives, the organization

is the vehicle to achieve their financial objectives.

If you want to be rich and you're leaving an

organization, then the organization should be the vehicle to help

you be rich one way or another.

If you want to be famous than the organization should

be the bacon that will help the leader be famous,

right? So in this case, we cannot separate the leadership,

mission and vision from the organizational mission and vision they

should match.

And then many organizations.

We find a mismatch here, and this is the main

reason reason number one off.

Causing the conflict or confusion in an organization is where

there is a mismatch between organizational mission and vision set

by the founders on between the leadership, mission and vision,

which sometimes might mismatch.

So that's the first reason.

Second reason where confusion happens and mismatch happens is lack

of priorities.

So when we think of priorities in terms of many

people would say, I have priorities.

My priorities are clear, Great.

And of course, when we mentioned what we take a

pen and paper and we mentioned, What are your priorities?

And we here since we are, you know, every year

we are in January.

So every year people would say New Year's resolution and

priorities and all of that people are very good and

writing the priorities.

However, when we mentioned priorities here, we mentioned about what

replaces what.

So, for example, when we look at people's priorities.

The very common question you ask them, What are your

priorities? Family or work?

They say you cannot because they compete.

They complete each other.

So it's not about family or work.

Family is part of work.

Work is part of family.

But on the priority list, they should.

It one of them should replace the other in case

there is an emergency.

So, for example, if there is a family emergency and

the work emergency, which one are we going to attend

to? You cannot say they are the same.

And you cannot say that work completes family.

Know if you have to attend an emergency situation at

work or with family, Which one would you choose?

So it is based on this Ripley replacing equation.

You keep on writing.

That's right.

Your list, right.

Your list down like we mentioned here.

And then start asking yourself which one replaces which So

you will keep on this replacement equation until you reach

something which is going to be number one on the

top that will not be replaced by anything.

Then this becomes your top priority.

Then the second is being is able to be replaced

by what by the first and the third is should

be replaced by the second and by the first.

So in order to set a proper priorities, it needs

to be based on replacement equation.

What can replace what in case off similar urgency?

What are you going to do in terms off urgency?

You have to replace one by the other until you

reach the ultimate irreplaceable items, which will be your top

priority. That's the way of setting the right priorities for

an organization now.

Third reason for why organizations lack direction is when they

don't have a plan.

When we look at the plan, is it the way

that you write on the paper?

Is this the plan that we're talking about?

Frankly, the plan that we're talking about is plant based

on how to use all the resources that you have

in the organization.

Many leaders would look at the plan from their own

perspective, neglecting that each single member of the organization plays

a part in that plan.

And actually it all depends on the brains because the

brains of the organization the idea comes collective.

There is something called collective thinking, so if you want

to establish the direction.

Grab the people around you because each one has a

piece of the puzzle and they have a certain view

off something that's happening in the organization.

So if you want to move the organization, take the

analogy of moving a ship.

The captain is on top, but he actually needs the

opinions off people in the engine room.

People in the galley people in, you know, the maintenance.

Because if I want to go along the direction, I

need to check that my engines can take it and

they don't need maintenance.

And I also need to check that I have enough

food for the the crew and the people on the

on the ship.

And I also need to check that my mental and

steam have enough spare parts and all of that in

order for me.

If I carry maintenance on the way, then I still

have a mental and sparks and all what I need

spare parts of all of that in order for me

to reach the German.

So when we say about the plan, we mentioned the

collective plan or the collaborative plan, because can this change

my direction?

It can help me off course through the way.

Many organizations and many leaders think that direction is a

straight line between one point and the other.

And this is not true because as we can see

here, that the direction sometimes I know where I'm going.

So I know the goon.

But I might be going through a loop in order

to reach the whole.

I don't have to reach its straight line.

I might be going through a loop.

I might do be doing stocks on the way.

So establishing direction for the organization is very important because

I know the goal.

But I might go this direction.

So if I'm going this direction and this is my

goal a my going away from my goal.

No, I might be doing a tactical change in order

to move like this tow, avoid some obstacles and then

go back and then reach my goal.

How will I know this?

I can only know what if I involved the people

with me who are involved in looking at several dimensions

and different directions.

Then the way I'm looking exactly like the captain of

the ship, he sees a different view on a different

dashboard, then what other people would see in different levels

off the ship.

The reason number four for losing direction in in an

organization is the contingency.

What happens?

And I when I ask my question, What if it's

very important to have a mitigation and contingency plan?

Many people would talk about having a plan, a Plan

B plan.

See, some people would hate me saying that I should

make plan a work.

But the fact is, risk management is very important in

any organization.

And when we look at risk management, there needs to

be some sort of acceptable risk and there will be

risks that I can accept.

And I say I cannot do anything about it.

I just accept it and keep it.

There will be risk that I will try to avoid.

This is the example when we mentioned that sometimes I

will go this way in order to go back to

this way, and this is not missing direction, despite, many

people would see you are moving in the wrong direction.

But I'm moving towards the right goal, so that's a

very important point to look at.

Sometimes there we need the needs to the risk that

needs to be transferred.

So how do I transfer risk to someone else?

Or how do I transfer risk away from the organization?

So I don't have personally to deal with it?

If it happens, like sometimes outsource saying and all of

that, sometimes people with outsource certain functions in order to

transfer. That is because I don't have the capacity to

deal with that right now.

And then some risks I will have to reduce, and

I have have to have a plan to reduce this

risk or mitigation toe reduce risk.

It's very important, and it also helps the direction off

the organization because when something goes wrong, people might change

the direction but go towards the goal again.

How would you know that I'm not losing focus to

my goal?

Only if I have a contingency, because if I keep

on bumping into things that I did not plan, I

might be ending up moving completely away from my goal.

I don't need to lose focus from my God, So

when something goes wrong, I would need toe ensure that

I'm moving in the right direction.

How will I do that again?

It's a collective brain, thinking off different risks in the

organization that may be the leader might not see from

only his dashboard.

The last reason for losing direction in an organization is

when a leader does not align, Resource is or what

does not motivate or engage stuff.

Like we mentioned, the organization is not self moving, needs

people around it.

So if the leader is this engaged from the team,

if the leader does not properly motivate and move the

team with him or her that the leader would be

moving in one direction and the organization we might be

moving in a different direction.

And you can see this this connection off direction from

India and various organizations when, for example, the leader would

preach about values and customer service.

But the teams are.

The team at the front line are doing completely the

opposite actions in terms of customer service, and they are

the front line off the organization.

So this connection between the leader and the followers need

an engagement.

Continuous engagement needs to be always established to ensure that

the organization is moving in the right direction.

So in this episode we spoke about the third most

destructive leadership trait, which is a lack of leadership direction.

And if you're a leader listening to me, please look

at those five areas and try as much as possible

to work on them to ensure that you have a

clear direction as a leader where people are following you

on also the followers.

I have a class have clarity with regards to your

direction and what exactly you want them to achieve in

the organization.

I hope this was useful.

Please don't forget to share and subscribe and support the

continuity off free education.

Thank you and we'll see you in the next episode.

Leadership Direction

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