Strategic Leadership is to change your organization the way you want. You don’t just want change, though, because change means different, not necessarily better.
We could say develop, which implies better, but towards what end? More specifically we want to improve but in what ways? What we want is to improve how well we do what we do, or performance, and how much of it we do, or growth.
Any organization is more likely to reach its potential to perform and grow when its leaders are clear about their organization today, where it is headed next and why, and when they know how it will get there. Strategic Leadership: Manage to Lead Using the Seven Truths introduces a straightforward yet rigorous way to describe and assess any organization as it exists and as its leaders would like it next to be considering external and internal threats and opportunities.
IntelliVen-U’s executive course teaches the exact opposite. The Strategic Leadership Immersion Program: Manage to Lead using the Seven Truths, which provides a plan of action and tools that will make any change happen just the way you want, is appropriate for individual leaders and especially useful for teams of up to five leaders who want their change initiatives to succeed.
Some leaders wonder: “Do I need to be a better manager?” or “Do I need to be a better leader?” The Seven Truths show how management works together with leadership, so you can: Manage to Lead.
If you are frustrated by an organization resistant to embracing a change you believe is right, consider using the following steps as a road map to seeing your ideas through to reality:
Get Clear. Write-up and share your point of view. While what you have in mind may seem clear to you, it likely is not yet to others. Writing about what you want to happen forces you to work out the logical progression of thought and to fill in the details to tell the whole story in a way others can understand. Share what you write with others to test for clarity and to ask for help to make it even clearer.
Focus on value. Emphasize the business value your change would generate in terms others, especially those in positions of authority, can understand and appreciate.
Set the context for change. Use the change framework to explain how what you have in mind to change exists today, why it needs to change, how it will be in the future, what must be done to get from here to there, and what will be difficult about effecting the change.