Most CEO’s Want To Make Changes From Bottom to Top

Over the years we have been involved with a variety of businesses. The common thread we have experienced is they make the same mistakes over and over again. The expression is relevant to most …”You can not keep doing the same thing over and over again and expect different results”. The really successful companies rely on initiative, resourcefulness, creativity, will power, courage, stamina, and intelligence rather than the safety of their comfort zones.

The strong leaders ask a lot of questions and get involved. They become completely present when they listen and are not focused on what they want to express. They learn from others. One of their key strengths is they become unflappable and capable of adapting virtually to anything that comes along. Key attitude is they’re flexible.

They believe the synergy of a business is what allows true growth. The major goal is for the business to build on the strengths and complement the businesses weaknesses with the strengths of others. As Steve Job’s once said “I don’t hire people and tell them what to do, I want them to tell me what to do”. Good leaders do not feel threatened by the fact others are better in some ways. This translates to they feel no need to supervise them closely.

Generally it has been the owner or CEO of the company that has brought us in to review their operation. Just about 100% of the time, the organizations problems stem from poor leadership at the top. The owners and CEO’s want everyone else to make changes other than themselves. In other words, they want us start at the bottom of the organization and work up rather than the top down. Working from the top down is far too painful for most owners and CEO’s. It takes more nobility of character to confront and resolve their issues first.

Leaders must realize that true growth comes from the inside out. They must focus on changing themselves and then on expanding their influence. Empowerment becomes an ingredient to have true effective organizations. Involvement is the key to implementing change and increasing commitment. Far too many leaders tend to be more interested in their own ideas than those of others. If others are not involved, there will be a resist to change.