Credibility of leadership

Leadership pipeline is an essential ingredient for sustained growth over a longer horizon. In this article we are not wasting your time by writing about a political leadership. Here we are outlining about the leadership of executives and managers in a business enterprise, to achieve the company’s objectives by setting an example and guiding their team members to execute functions and achieve the tasks. There can be multiple leaders leading multiple functions which contribute to the bottom line of the business enterprise. Even these leaders are finally guided by the CEO of the organization who sets the strategies and formulate the policies and impart to the functional leaders what is expected of them.

Defining a leader is probably the most difficult task. One need not have to be tall, well spoken and good looking to be a successful leader or don’t have to have that ‘special something’ to fulfill the leadership role. A leader must have clearly defined convictions to see them manifest into reality. So are leaders ‘born’ or are they made?

The myth of the natural born leader would have us believe that leadership qualities are somehow bestowed at birth.

Industries need leaders who can create second and third line leaders, who, when empowered can drive growth in different business units and different geographies creating global growth across business units.
Credibility of leadership is a very critical factor in organizational growth these days. India is second to none as far as the quality of mind is concerned; what we really lack is the mindset. It is this change in the mindset which is and which can propel India to grow and HR is a critical enabler of this change.

There has been a paradigm shift in the levels that India had seen HR in the past and now HR needs to be seen as a partner in the organization strategy building process.

The changing competitive environment makes the need for effectively leveraging the human capital to succeed and thrive in the current competitive mode. The challenge today is how to align business objectives to human resources and developing key people in key competencies to sustain the economic growth as well as leverage out of the demographic dividend of India.
The role of ethically correct strategic communication in sync with the vision of the organization is a must quality that leaders need to demonstrate in a rapidly developing economy. The CEO is like the face of the company in front of the share holders and the investors but some of the most successful organizations across the globe have discovered that the growth of its people is not only a KRA of the HR department. The CEOs heading the organizations need to be equally involved in the growth and development of its human capital.

Leaders don’t alone build the organizations; it is the multitude of the people working at the backend which brings success to the organization. They look up to their leader as the role model, hence the leaders are expected to practice what they preach and expect from people to build a thriving organization.

Unleashing talent and creating winners is not as easy process. It requires a lot of sensitivity and empathy on the part of a manager to understand what makes an individual in his/her team ‘perform’.

From the above the CEO and leadership required at various functional areas needs continuous up gradation by training and development. Leaders are not born but people with right aptitude and initiative can be trained to become successful leaders. HRM of good organizations keeps a track of training requirements of their managers including CEOs and ensure that they are developed into leaders of credibility.