Thoughts on Presidential politics and change leadership
(2 votes, average: 5 out of 5)
Loading ...
It is very disturbing to watch what we do to our democracy as we pitch away our tolerance and respect for each other’s values, and dive into a type of brawl I used to observe in the years of my youth at the hockey rinks. The polarization of public opinions is becoming reminiscent of the era of religious wars. As the power and omnipresence of communication channels and “contributors” grow along with transparency of candidates voting records, both candidates look more and more unqualified to produce meaningful change as they seem to converge on less and lessof a distinguishable platform in the attempt to please everybody.
What do we really want from our next leader? We seem to give even less thought to our expectations of the next President, than we do for job requirements when we hire a new employee for a management position.
I am often puzzled by the very poor quality of job requirements found in wanted advertising of the on-line job boards. Many HR professionals often complain about this as well. It is very easy when you are looking for a developer to take part in a project with specified technology skills. However it gets increasingly difficult if the technology and the scope of the project is not yet defined. The challenge grows exponentially as you move up the organizational hierarchy with ambiguity and uncertainties escalating, but yet hiring managers are still focusing on less critical, but easier to list specific technical skills while totally ignoring more critical assets like ability to lead, ability to challenge creativity of your team, integrity of character, integrity of the thought process, etc.
It is mind boggling that we criticize political leaders for changing their minds on certain issues, which amounts to prohibition to learn and to be pragmatic. Steadfastness is not the same as intellectual inflexibility and denial of reality. If that is what we want from the next President how come the current one is so unpopular - he delivered most of things he promised. Too bad we didn’t want them anymore.
“…in looking for people to hire, you look for three qualities:
integrity, intelligence and energy.
And if they don’t have the first, the other two will kill you.”
Warren Buffett
People capable to lead with integrity do not need to be experts in National Security or data base design. Look for the one who has verifiable experience of building talented teams and leading them to create constructive change. If change is what you really want. And that disqualifies both candidates, so let’s embrace for at least one more term of the sameness, regardless who wins.
There are many excellent blogs and other resources on the Internet which explore methodologies and Best Practices for business process re-engineering, project management, systems implementation, software engineering, and change management. However I could not find much help with unlocking value of integrated utilization of these disciplines to facilitate Organizational Transformation. In this blog I would like to focus on this subject. I would like to stress that this is not an academic inquiry, but a practitioner's desire to discuss and share practical business knowledge and Best Practices. Let's see how it evolves - "Every brilliant idea quickly degenerates into a lot of hard work" - Peter Drucker.
(4 out of 5)