Diversity and Successful Leadership

 

When you think yourself or your organization are not overcoming the market changes and challenges, think about diversity thinking.

The successful leadership is the leadership which accept the challenge of its decision. This tolerance is a confirmation of the confidence on the leader’s ability to lead and the team ability to take over when it is approved, it is the time to change. Each challenge will be either a solid stone to sustainable success for the organization or a lesson learnt to be included in the organization development. Some might think it is time and cost consuming. However, the cost of discussion is nothing comparing to the cost of crisis management which dominate the organization environment where there is no open discussions.

The old idea of team harmony is an old thinking pitfall contradicting the concept of organization diversity and the simple fact of the need for out of the box thinking. Diversity means wide intelligence to choose from. Any good leader knows it is a gift to have wide options to discuss and adopt the best of the best of it.

Limitation of options is the first sign of falling apart and making uncertain decision. The worse justification as a leader I don’t want to hear is a bad decision justified by the available data.

Organisations should make training courses and regular awareness campaign that any conflict is always a positive and part of the diversity culture. There is no negative conflict.  It is always encouraged to think about the conflict as an evidence of a healthy different brain thinking to achieve the organization vision and goals. This goal to be achieved, it should fix and solve the conflict under the positive thinking that different minds are always giving positive outcomes to whole organisation.

This advance thinking will save the organisation energy and pump daily new lives to its operations. It is a duty and a must for the leadership management to check that this diversity is exist in every corner of the organisation.

If there is no decision challenge practice which we see it in the third world countries or in many public organizations and family owned organizations, it leads to lazy environment which creates careless decision making and un efficient work environment. The evidence is there we see it everyday.

Using conflict to ask questions out of curiosity must be encouraged. Uncovering the different experience will open insight to unseen situations.

By encouraging the minds diversity thinking environment, the organizations will gain access and contribution to more focused and positive energy in early stages with less negative impact and more ideas limiting the uncertainty and giving solutions for each discussed scenario.

 

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