Short-Termism and Its Negative Impact on Sustainable Human-Centered Organisational Cultures
Short-termism is a major obstacle to any organisation's ability to sustainably cultivate human-centered cultures that treat employees as valued individuals who are empowered, respected, and valued.
The unprecedented digital transformation, climate change, natural calamities, and economic inequality of the past two monumental years posed problems that demanded quick and agile solutions increasing short-termism in many organisations.
Although the focus of many organisations has shifted to approaches that revolve around human-centric values as a way of bringing the needs of their stakeholders and communities into a healthy balance, most still struggle to achieve impact.
This fact is often attributed to short-term performance pressures, excessive focus on quarterly earnings, and little to no attention paid to long-term strategy and the value it sustainably creates. Causing most organisations to struggle with the shift and alignment of their values with those of the leaders, workforce, customers, and communities.
People-Centric Leadership and Its Impact on The Future of Leadership
People-centric leadership has transformed the face of leadership in the ongoing global health crisis.
Most leading organisations across industries have embraced agility and empathy in leveraging employee empowerment, innovation, and cross-functional ways of working.
Conversely, this is a new world for many traditional managers as they are used to managing stable environments wherein the outcome can be easily predicted and controlled.
You cannot control a VUCA environment, but as an organisation, you can prepare to respond fast, seamlessly, and adapt to the changes as they come. Here is where people-centric leadership comes in.
People-centric leadership is a form of leadership that puts employees first and foremost when setting organisational strategic objectives and in decision-making. It seeks to ensure that people understand the vision and purpose of the organisation and how they can contribute to the shared vision and business objectives.
Although many companies have robust strategic visions, development programs, and processes, developing a solid people-centric leadership culture eludes the many.
Developing the right leadership ethos that puts people at the heart of strategy while reflecting the company values and vision takes time, and is central to the future of leadership.
Why You Should Embrace Change
I have been quiet on my social media platforms for a while now, stuck in a bubble, fighting change instead of embracing it.
Since I always want to walk my talk, I unplugged because while in the bubble, I didn’t feel as if I was able to.
How My Diversity Made Me A Better Leader
As a woman, I am aware of the times my voice has been diminished because of my gender. I am aware of the times I have had to fight to be heard because I am a woman in leadership, and I am aware of the times my voice has not mattered because I am Black.
Yet I understand that we all have advantages, and disadvantages because of some aspect of our identities. My stories of pain do not preclude me from having privilege. My diversity has also brought me advantages along the way.
Over the years, I have come to understand that diversity cannot be defined by endless slides of multicultural hands in the air holding a globe or by people who look and talk differently.
The Interface Leadership, in partnership with European Business School has 25 full certificate scholarship program to offer.
We are focusing on students from developing countries in Eastern Europe, Asia, Africa and the Americas.