‘Certainly, a leader needs a clear vision of the organization and where it is going, but a vision is of little value unless it is shared in a way so as to generate enthusiasm and commitment. Leadership and communication are inseparable,” South Carolina (US) Chief Justice Claude A. Taylor (1902-1966).
Primarily, one of the grave errors which a new official in an organization commits is to think about dismissing every official who worked under the previous management.
This kind of thought is charged with the need to establish quick scores in the sense that people will say, so and so came and he or she has already did this and that, fired so and so, suspended this and promoted that, and appointed so and so.
This is a wrong and negative mentality related to the concept of assignment and responsibility. The issue should be about management and proper organization, not inhibition and vengeance.
Nonetheless, there could be some instances when such mentality is called for, especially if the new official is not really new in an organization. This means he knows the ins and outs of the organization and all that has changed is the level of authority in it.
Naturally, the new head of an organization will be tempted to take decisions immediately after assuming the new post. It is as if he is conducting emergency surgery, but in this case, it is worth mentioning that we are talking about a person characterized by integrity, who deals with the new responsibility on ethical basis due to this knowledge and experience about the organization he is in charge of.
A few years ago, an official was promoted as CEO of a public institution. Before that, he was dismissed due to reasons he considered unfair, and that he was a victim of conflict within the organization.
Despite being fired, he continued to keep in touch with some of his colleagues, giving him knowledge of what is transpiring in his former organization.
His appointment as CEO came as a surprise, yet he fully embraced it. All he inquired about was the level of authority he has in the organization.
He was given full authority over the organization which he once worked for. Immediately, he embarked on taking vital decisions even before finishing the first week of his appointment.
Indeed, matters were going as planned, the expected decisions were taken and implemented. These decisions involved a third of the existing management team. However, the decisions which sparked changes were not taken on impulse, they were taken in a timely manner.
For those who were dismissed and attempted to appeal, the new CEO reminded them about their options – to leave in peace or he will refer them to the prosecution where all files will be opened.
The changes which occurred during his first few weeks led to development and growth of the organization. His tenure was as one of the most progressive and productive.
In another twist, a new person was appointed as CEO for another institution where he spent three years. During his tenure, the wheel of development and progress did not move even a single inch. Apparently, he was only looking for peace, title and status. When he left that institution, it was as if he left it the way he came. He did not leave anything worth mentioning or with positive impression.
Management is an art, determination and resolution. Decisions are taken with insight and proper thinking, not through something called vengeance or appeasing so and so. It is all about the decision and its implementation.
By Yousef Awadh Al-Azmi