An organisation is a group of individuals belonging to an entity, whether in a government agency or a private company. The activities of an organisation aim to achieve its vision and mission. The success of the entity depends on the sustainability of the combination of ideas and efforts, as well as the ability of the leader to harmonise all individuals so that their strengths can be activated.
However, what I want to highlight is one incident that can bring a virus into an organisation. Based on various Leadership Workshops and also the Diagnose process when conducting coaching, training, and due diligence for entrepreneurial companies, one of the main issues that I want to mention is the “organisational virus.”
It occurs when there are individuals, namely the CEO himself, who stand out as the “King.” Meaning, the Head of the Department, CEO or Owner of the company, emphasises himself as the best or the “King.” A great leader does not need to be a “King” but needs to be a “King Maker.” The leader’s task is to identify the strengths and weaknesses of each individual and try their best to enhance their strengths while also addressing weaknesses.
There are many organisations in which the leaders act differently. Many leaders try to find fault with their staff and want to highlight themselves instead of highlighting their staff. As the saying goes, “The snake will never lose its venom as it slithers through the roots.”
The task of a leader is not to show that we are the boss. We do not need to take credit; instead, we need to take the blame, and credit should be given to the staff. However, there are many leaders who take credit and throw the blame onto their staff.
My suggestion in this brief article is for the CEO to implement the following:
- “Company Health Diagnosis” to identify the company’s strengths and weaknesses and then look at human resource planning in terms of the necessary training.
- Talk to staff about how they can improve their strengths and what the company needs to do to reduce their weaknesses.
- Each individual has weaknesses and strengths given by God. Maybe there are staff who always come late (weakness), but try to talk and see what their strengths are. The leader needs to assess everything. If you assess a Pagani Zonda based on the number of seats, you will certainly see the weakness of the number of seats compared to any MPV. But if you look at the strength of Pagani in terms of engine performance, brake performance, and also brand image and integrity, the interpretation is different. This is an analogy.
- The CEO must always be humble and not consider themselves as the boss. The strength of the company does not lie in one boss or leader. The strength of the organisation depends on the combination of the minds and efforts of each person. So the leader’s task is to lead the mindset and motivate workers and know their strengths and activate them.
They must also know their staff’s weaknesses and try to address those weaknesses.
