Consider these sobering facts: At least two-thirds of organizational change initiatives fail; 90 percent of strategies are not carried out successfully; 95 percent of employees are unaware of or do not understand their organization’s strategy. For all our management expertise, planning, and strategizing, we’re too often unable to successfully implement strategic change. Wm. Pasmore

It doesn’t matter who’s to blame. What matters is what it takes to shift those numbers: fewer failed initiatives, more strategic successes, greater organizational awareness.

How hard is that?

The question seems rhetorical. Knowing how to shift those numbers is much more important than knowing how hard it will be.

Leadership can become leadershift, in terms of changing failure to success:

• Leaders must continually look at, talk about, and be ready to refine the business culture. Culture drives a business success only if it responds to goals/objectives…and the strategy for fulfilling goals/objectives. Leaders drive culture.

• Leaders must identify team responsibilities. Every leader’s individual expertise and function are components to the leadership team. However, the team takes on additional responsibilities and functions. These demand broader perspective by each leader than just visioning her/his own immediate arena.

• Leaders must know and practice ongoing communication practices with employee throughout the organization. Strategic success starts at the tactical level. Employees more successfully actualize tactics by understanding their role in the overall strategy. Leaders own the power to explain and clarify the tactics-to-strategy connection.

Maybe the question’s not rhetorical. How hard is that?

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Tags: business culture, Leadership