Why some companies are doing great while others struggle to grow!

My perspective

It starts with behaviors of a top-level leader within the organization, let me put it in easy, simple and my perspective, if I start a company or business then I would require some support from others to do some job so I can focus on strategy, marketing and how to grow my organization. Later, when I successfully secure some new business opportunities with the behaviors that I engaged in, then I would want to get more business with support from others with similar behaviors.

Now, I need to think for scaling of my business, focus more on high-level priorities rather than engaging myself in secondary or operational activities. Then, I must hire, develop and train new resources and let them to think alike by knowing my mission, vision, and values, and show and coach them on visible behaviors which I wanted them to engage and demonstrate in my business and set up organization-wide cultural tone which will support my mission, vision, and values.

With time as my business grows and I make significant earnings, then I need to make sure that I have a right human capital which is loyal, trustworthy and feel proud to be part of my vision, mission, and values and I must take care of their development and invest to enhance their competencies which are mandatory for their role to run my business because I want my people to stay updated on latest trends, technologies and every tools and technique which will contribute to growing my business.

I will establish the board of directors and business head for each business unit and discuss the strategy and fuel them with energy, rewards, and support them to reach self-actualization level, and want them to cascade the same to department level and ensure that same culture is adopted at every employee level. 

Together with collective effort, I will make sure genuine employee engagement, which as per my perspective can't be achieved only with rewards, promotions, or so-called motivation but I will flavor it with trust, if I have a trust in every aspect within organization, then all levels of employees will put their 100% to engage the behaviors that I wanted them to, which will eventually grow my business. I will write a separate article on "Trust" how it can EMC2 the employee engagement and productivity within the organization.

I will not act as bossy or isolate myself from all level of employees, I will regularly meet with every level of employee to know how they feel at work, how they want to see themselves growing and achieve self-actualization. Because in my perspective I am not the only mind within the organization but if I have more employees it means I have a many minds in my company whom I can capitalize to use their maximum potential, I should not be mean to limit them or put their careers and growth at stake by imposing my thinking and strategy, we should evolve our thinking regularly with support from every employee in my organization and allow them to grow and reach maximum limits they can.

We should not use word employees, it creates a distance when someone says employee, but rather we should call whoever works in the organization as a "Partner, Associate, Stakeholder" because they are part of my business, my growth and I want them to feel not as an employee but feel like it's their organization. The employee may be in legal interpretation is acceptable but in everyday life, at work or in social or professional circles we should eliminate using the word as Employee.

Simple ingredients adopted by successful leaders/companies;

They demonstrate leadership and trust within the organization

They identify, establish and review their mission, vision, and values

They ensure strategies are embedded in policies and procedures

They focus on employee and organization development

They focus on how to capitalize on human resources and achieve their objectives

They conduct their business with integrity and establish a corporate governance framework

They do not limit their Employees growth but feels happy when employee grow within their organization

So when organizations are not doing well, it doesn't mean that employees working there are not qualified or talented but the problem stems from leadership's behavior engaged at the top level. Organizations owned by owners with the limited or narrow vision put other's careers and growth at stake, the owner only looks at profit and risk-averse. If they are the lake of management skills, they must hire leaders to manage their business and establish a framework to monitor them and let the leaders play orchestra rather than an owner with limited exposure put others at stake.

My perspective on a high degree pretty much relate able with a successful organizations, companies that are the lack of leadership traits and behaviors are struggling, it's no fault of employees.

Disclaimer

When I say, "My Perspective" doesn't mean it's my intellectual thought, but that perspective came to me with experience, study, reading several research reports, watched interviews and then wrote down in my own words.