Haris Ahmed Chicago Consultant: Top 3 Factors That Affect Organizational Leadership
For Haris Ahmed, founder of Chicago management consulting firm Pragmatium Consulting, Inc., a company’s greatest and most valuable asset is its people. And whatever the company’s ranking in its industry is, it’s the organization’s leader and his or her team that put it there. So if your company is deemed as a leading authority in your industry, you have your entire organization to thank for it.
To lead an organization, regardless of size, one must understand that everyone should be on the same page. Everyone’s goals must be aligned, and everyone should be working towards the same vision. When you lose sight of the company’s mission and vision, everything is affected—operations and processes could be hampered and everything could go awry.
For Haris Ahmed and his Chicago team, leadership is the point at which everything starts. The effectiveness of your leadership style will determine the outcome. To expound further, here are the top 3 factors that he believes affects organizational leadership:
1. Planning and execution. A leader must not only know how to develop a solid plan for profit and performance strategies but must also know how to perfectly execute each plan. These two should always go hand-in-hand. For this combined factor, the leader must also understand that proper execution means having the focus and determination to execute the plan accordingly, and that this could sometimes mean forgoing other opportunities to allow the plan to materialize and deliver results. In other words, you may have to say no to some things so you can say yes to the things that matter.
2. Acknowledging employees’ talents and contributions. One of the most ‘hated’ leaders in any organization is one who takes all the credit, and leaves everyone behind on his or her way to the top. A leader who doesn’t acknowledge the team’s contributions, and neglects to utilize the employee’s talents and strengths, may soon find that doing so will encourage the employee to go where he or she is appreciated. In other words, the employee will not think twice about leaving since he or she doesn’t know if their contributions are even valuable to the organization—or if their presence or absence will even make a difference. There’s nothing worse than feeling you are undervalued and unappreciated.
3. Knowing the difference between motivation and blindly following. It’s one thing to keep pushing your team to perform to their highest potential, and another to keep pushing them because you say so or because that’s what they get paid for. When a team feels motivated, they almost always deliver exceptional performance.
And the tricky part is balancing all of these three factors in order to propel the organization towards the right direction.
If you wish to get in touch with Haris Ahmed or his Chicago-based management consulting firm Pragmatium Consulting, Inc., please feel free to leave him a message below. Questions, comments, or suggestions are more than welcome! You can rest assured he will get back to you promptly.
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