One of the signs of a diseased organisation is a leader addressing "fear, uncertainty, doubt" as a problem, instead of as a symptom of other problems. In talent management, the functional concept of a leader is strictly to deliver sufficient emotional regulation for the consolidation of control and communications ( we have other words besides "leadership", for the delivery of other goods ).
Therein a leader that speaks of FUD as a problem is simply burying symptoms, and therefore burying problems. This is the best thing to do in emergencies, but offers no long-term structural benefit to the leader's KPIs, or to the welfare of the leader's organisation as a whole.
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