Without a clear vision for an organization, future growth is a constant challenge. Without inspired employees to help the organization pursue the vision, the journey is dull at best. But without the right team in place to make it all happen, the task of building an organization is virtually impossible.
Building the organization to make it all happen is the third and final aspect of creating a culture to overcome employee disengagement, and it's called Organizational Leadership. While Motivational Leadership focuses on the inspiration of individual employees, Organizational Leadership focuses on the development of the team. And though it is the third of the three aspects, it in no way should be considered the least important. All three leadership aspects have equal importance in developing a culture to overcome employee disengagement.
Employees come and go, even when a culture has been developed to enhance employee engagement. As employees make decisions about their future on the other side of the recession, we'll see many employees changing jobs. Some of those employees who leave will have been significant contributors to the organization. Thus, as always, we have a responsibility to cultivate a culture that will last far beyond any single person.
I remember when Herb Kelleher made the announcement he was passing the torch to new leadership at Southwest ...