The People Who Can Destroy Your Organization It’s Probably Not Who You Think
If anyone could destroy your organization, who do you think it would be? Someone who might steal from you? Maybe someone who is non-productive? Or incompetent?
Let me tell you. There are a few people who can destroy your organization, or at minimum stunt its growth. It’s usually us or the people closest to us—the people running the show.
The person I worry about most in the organizations I lead is me. After that, I worry about those to whom I have awarded the highest positions. Ironically, most of us focus our attention on a few “problem people.” In reality, the people who draw a lot of our attention are usually not in high enough positions to impact the direction of the company. Could a few bad apples cause a lot of chaos? Could they affect the culture of our team? Sure they can! But as the leader, you have the power to prevent or curtail those kinds of problems.
Yesterday, two of our top managers and I met with three new hires and four seasoned staff members. We talked for three hours about who we are as an organization. We discussed; we role played; we laughed; we connected. We even cried. We talked about how much we love our patients and how we need to be focused on relationships between each other and our patients. It was a very positive interchange. But we should be doing this more often. The types of decisions that are made at the top will keep our organizations running smoothly—or not.
Sure, I am tempted to worry about a few individuals who may not be up to par. But the real question is, am I up to par? Are those in key positions up to par? The people at the top have the greatest impact on the direction and culture and productivity of the entire organization. If we choose to make time for more conversations like we had yesterday, we can affect our people, our patients, and our community.
This concept relates to an article I wrote in which I stated, when things fail, it’s always the leader’s fault. Strong words, but true. From our lofty positions in leadership, it is easy to point the finger at others who seem to be performing poorly. But if we’re honest, those people are under our authority. We are responsible for their behavior. We make the big decisions. We have the final say on who joins us, who leaves us, and who is promoted.
If your organization is not doing well, take a look in the mirror. Challenge the people in your leadership circle to do the same.
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