Culture is prominent in every organization, whether that organization realizes it or not. It s how the organization feels—it’s the heart of the organization. It is more powerful than vision, mission or strategy and it happens by default or by design.
Have you ever spent time in seemingly unending meetings, where the collaboration among departments or team members felt limited to the opinion of the heavy hitters and usually proved little long term value, but much short term frustration? When you end up frustrated because the “collaboration” is poorly facilitated, what can you do?
In the book The 15 Invaluable Laws of Growth, John Maxwell writes in the chapter on the Law of the Mirror that to grow, leaders must “stop reacting to their past and start reacting to their future”. In other words; focus on the outcome of your intended growth rather than the outcome of your historical past.
As heroic as our vision casting is and despite our best intentions, life happens. “Right now” emergencies override visionary priorities. Distractions demand our attention, pull us away from creative thinking and bury us in the whirlwind of daily responsibilities. So as a leader, how do we deal with “right now” emergencies while leading our team into the future?