American consultant, speaker and professor at the University of Michigan, Dave Ulrich, is one of the world's most influential personalities in the field of human resources management. He has written more than two dozen books and more than two hundred articles on effective people management in organizations. He is also the author of the concept of HR business partnership. His latest book, published in March 2013, is dedicated to leadership, and it seems that leadership is a topic Ulrich wants to concentrate on in the future. On the website of his consulting company RBL Group, he has just published an article explaining that leaders help their organizations by introducing innovative ideas into practice. He described 20 rules organizational leadership should be based on.
1. From the outside in
Most improvements in companies start with internal crises. They become sustainable improvements when a company, through its leaders, understands how external factors affect what happens inside. If it does not act faster than the surrounding environment, it will fail.
2. Value is defined by the recipient, not the provider
Leaders deliver value by understanding the expectations of their people. For example, they know that listening to others is not a matter of understanding what they hear. The point is that the person who speaks should feel that his leader understands.
3. Strategy and organization cannot function separately
"Strategy without organization is false hope, organization without strategy is mindless activity," says Ulrich. The role of leaders is to transfer the strategy into specific plans and activities.
4. Organization is not a structure, but a capability
A company's success does not arise from its size or shape, but from what it does well. For a company to be capable, its leaders must define what their organization is good at and what it wants to be known for .
5. Organizational capability is based on talent, leadership and culture
Organizations cannot think, only people can. A company cannot succeed without the right people in the right places. Leaders play a vital role in linking resources with objectives, determining the company's direction, finishing tasks, and ensuring that corporate culture reflects corporate identity.
6. Talent is competence, commitment and contribution
Companies invest in programs to attract, retain and develop talent. If you do not want to get lost in all the related promises and processes, you should use a simple formula: talent = competence + commitment + contribution.
7. Competence is the result of investment in talent
Employee competence is the result of four steps: 1) determining a theory or setting standards of competence, 2) assessment of the current situation - the extent to which employees meet the standards, 3) investment in talent development, 4) retaining talent.
8. Commitment means giving value for value
Employees who create value for the company should get some value back. This "return" value includes the purpose of working for the company, work opportunities, development, influence in the company, compensation and benefits, teamwork, communication, and flexibility.
9. Contribution is the answer to employees' questions
Employees make contribution, i.e. are profitable, for the company if the company is able to meet their needs. Leaders should answer employees basic questions such as: What is my role in the company? With whom and how should I fulfill my tasks? How can I learn something new? Will I enjoy it?
10. Leadership is more important than a leader
An excellent individual leader can bring great results in the short term. For a company, however, it is important to maintain long-term quality of leadership as the style of leading throughout the organization.
Building leadership in the organization requires answering three fundamental questions: why, what and how. that is what we will discuss in more detail in the second part of our article.
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