Difficulties a Leader May Encounter When Trying

¶ … Difficulties a Leader May Encounter When Trying to Sell an Inspirational and Aspirational Vision for the Future Business leaders and managers sometimes face formidable problems when attempting to promote a new vision for the future. The central problem that faces the leader is that the ideas, concepts and "vision" must be accepted by the staff or staff of the organization. This acceptance cannot be tacit but must be wholehearted if the projected vision is to succeed in the organization.

The problems that can be experienced centre on the cardinal areas of trust, acceptance, transparency, communication and work diversity. All of these aspects are interlinked and this paper will attempt to elucidate the main aspects that tend to be problematic. Trust. The first and most important problem that the manager might face is the possible lack of trust. This is particularly the case when the business leader is attempting to sell or promote a vision of the future which may involve risk factors or sacrifices from the staff.

The issue of trust suggests that the leader must show evidence of his or her ability to back words with actions. This relates to one of the most fundamental parameters of management; namely that without a perception of trust the vision, no matter how inventive or exciting, will not "sell" or be accepted by the members of the organization. This aspect is a cardinal aspect of leadership outside the business world as well.

Trust is usually established through proof of action and "walking the walk." This is often a difficult process in the changing business world. .. good leaders develop trust by walking the talk, doing what they preach. Unfortunately, it is not always possible to keep promises in today's unpredictable business environment. The market changes, new competitors upset plans, technological breakthroughs force rethinking strategy. It is not surprising that organizational surveys typically show a large gap in trust for today's leaders. (Maccoby. M. 2000) 2.

Communication and transparency A difficulty that is related to the issue of trust is that the leader must show transparency with regard to the ideas and vision that he or she presents; as well as personal involvement in the vision. This means conveying all the relevant information clearly and without bias to the organization or business members. A problematic situation may arise if it is perceived that there is a lack of transparency.

This may also impact on the issue of trust and result in staff not being enthusiastic about the vision or ideas being projected by management. This aspect is part of the overarching problem of communication -- which is an area which may cause many of the difficulties experienced by management in promoting new ideas. Another issue is involvement in the vision. Organization staff and members need to .. know about what is coming down the road. They also want a say in decisions they are expected to implement.

They want to be sure their views are heard and taken into account. Even when they are disappointed by the decisions, knowing they have been heard increases trust, especially when the reasons are explained." ( ibid) In essence this again refers to the fact that many of the difficulties and mistakes made by management in attempting to get a vision of the future accepted is that communication is not always adequately dealt with.

Another difficulty, implied in the above quotation, is that the manager may be reluctant to give the initiative to the organization members. It has been found that providing staff with avenues for initiative is an aid in promoting and getting the idea accepted. "One of the most significant activities that energizes employees is the freedom to take initiative. Taking initiative is a key ingredient in making improvements at work, solving problems, dealing with change .. " (Nelson B.

2005) Furthermore, studies have established that the amount of initiative allowed to staff members is directly related to the degree of acceptance of new projects. Employee initiative is, in large part, a function of the work environment. Unfortunately, most organizations squelch employee initiative and creativity by stifling, discouraging, or even punishing employees for taking risks.

However, the truth is that the more supportive and encouraging the environment, the more willing employees will be to take the initiative that organizations need them to in order to enable those companies to compete and excel. ( ibid) 3. Workforce Diversity One central difficulty in motivating and convincing staff of the validity and value of certain future visions is that many managers do not take account of the importance and potential of workforce diversity. This refers to the various levels of the organization and its internal structure.

In promoting a vision the manager must ensure that all levels and segments of the organization are equally involved and communicated with. Managers often neglect areas of the workforce, which inhibits the overall acceptance of the project. Workforce diversity refers in its largest sense to the different levels and kinds of members in an organization. The manager who does not include the variety and diversity of his or her workforce in the presentation will risk alienating members and therefore jeopardize the overall acceptance of his ideas. This aspect.