TODAY, I am going to discuss guided growth at faster pace using visualisation or visual representation of verifiable data and visual metaphors as smart tools.
2025 is a year of actionable strategies when personal transformation of individual employees will be ignited to effectively deal with obstacles and also unlock potentials. Leaders’ decisions and actions will showcase motivation, clarity and step-by-step mental toughness. Leaders will invent impactful value-delivering steps in the workplace and mindset transformation. There will be stronger, massive and deliberate actions to ensure sticking to goals. Skills and not just academic credentials will be used to create and achieve tangible results. The power of effective communication will be harnessed to create trustworthy systems and successful transactions in the marketplace.
Winning on (regularly revised) agreed metrics will depend not only on agile management of resources but also revved-up WILL of the workforce. Employees will be motivated into naturally delivering at their best. They will be more determined and execute at a faster pace, while the leaders will, engender trust, cooperation and collaboration as well as constant improvement.
Every goal is an accountable marker. We must drive momentum and not absolutes. Every milestone must energise the workforce to perform better. Colleagues must work at their optimal best, trust each other and give feedback without fear of humiliation or scape-goating. When red flags are encountered, those involved must immediately seek for help and solutions. We will develop self-improving organisations where leaders at all levels must lead with courage and purpose.
The work environment must exude very strong culture with purposeful capacity for existential flexibility. The organisation must always be ready to innovate and effect the necessary shift in strategy to exist and also thrive.
As mentioned earlier, the organisation is a constantly self-improving one and so the only competitor is the individual employee, himself. Employees must learn from their mistakes and also learn from colleagues. The goal is to improve. So, use the necessary tools to get better at your responsibility. Leaders should not encourage internal competition in a way that colleagues undermine each other. Employees should not hoard information but instead share valuable information.
Leaders and other employees must take it to heart that team building is a habit and not an activity. “It is not built in the boardroom, not designed by HR and not handed down by the CEO”.
A management expert, Professor David Burkus, pointed out that” the one that leads the team is the culture builder”. Leadership, he noted, is not just supporting core values but bringing the values to life. Team members must vividly see the organisation’s mission in action. According to David, every decision, meetings and interactions shapes the experience.
Leaders must build a thriving team culture that drives performance and engagement. Organisational culture is the sum of team cultures and rests on how well the leaders lead their teams.
A thriving team culture drives purpose by connecting team activities to the purpose. It enables mutual trust and accountability that make team members take ownership of the workplace culture they shape every day.
Top-down leadership that keeps control and gives commands rather than helping colleagues to do their best work, unfortunately, delivers a toxic work environment. These leaders default to the status quo. They encourage an overly competitive culture. At the same time, they discourage innovators, kill ideas and encourage gossiping, backbiting and backstabbing.
Smart leaders must jettison the “decision difficulty “of relying only on data for decisions and believing that others will be motivated by same. While results of experiments and trade-offs may create win-win options, leaders should leverage on emotions and infuse their messages with emotions. High positive emotionality brings greater success. Note that the more emotional people get about products, services and the organisation, the more likely they stay motivated, and become loyal partners. The smart leader will always leverage knowledge of the human factor to fine-tune his brilliant ideas.
Also, organisational communication must resonate, be remembered and acted on. Its framework establishes what the leaders want the team members to know: how they want them to feel and what they want them to do. It moves the knowledge level of the workplace forward and also impact motivation, expectations and attitudes.
The information and feedback mechanisms contextualize the organisation’s strategic thinking strategy. It brings to speed the workplace’s integrative choices that position the organisation on the playing field. It communicates the business model and responsibilities. Employees must know what is expected of them to dominate the business landscape.
Let me conclude with my take on visualization. Advancing workplace knowledge with visual representations helps thinking, knowing and accessibility that strategically improve collaboration. It boosts creativity, better communication and decision quality.
Smart leaders, in addition, use visual metaphors that provide deeper access to what people already know. For instance, the intensity of waves can depict the degree of challenges and help management arrive at relevant decisions to confront them headlong.
Visualisation paints vivid pictures with storytelling, sketching, mind mapping and so on. Visualisation helps co-creation with colleagues. When your images clearly depict the signals that they are work-in-progress, colleagues are encouraged to co-create and build additional ideas.
Words, when said and “concretely” articulated, can change minds, alter beliefs and make cooperation as well as collaboration easier.
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