{"id":147,"date":"2017-07-06T01:52:20","date_gmt":"2017-07-06T01:52:20","guid":{"rendered":"http:\/\/www.realworldconsulting.kiwi\/rwc\/?p=147"},"modified":"2018-05-30T19:56:09","modified_gmt":"2018-05-30T19:56:09","slug":"allowing-politics-to-overshadow-practicality-will-ensure-a-frustrated-evolution-for-your-organisation","status":"publish","type":"post","link":"https:\/\/www.realworldconsulting.kiwi\/rwc\/rwc-blog\/allowing-politics-to-overshadow-practicality-will-ensure-a-frustrated-evolution-for-your-organisation\/","title":{"rendered":"Allowing Politics to Overshadow Practicality Will Ensure a Frustrated Evolution for Your Organisation"},"content":{"rendered":"<p><span style=\"font-size: 14pt;\">Have you ever wondered why some organizations really flourish, move forward at a commendable rate and realise their objectives; whilst others are problematic, tend to go around in circles as the same problems reappear and remain unresolved, and they never quite realise their goals ?<\/span><\/p>\n<p><span style=\"font-size: 14pt;\">Have you stopped to think why such differences in organizations are evident ? Having been involved with a diverse range of organizations to date, I am confident I know why. Progressive, forward-moving organizations typically reflect these three key attributes:<\/span><\/p>\n<ul>\n<li><span style=\"font-size: 14pt;\">Definitive strategic direction \u2013 the organisation&#8217;s Strategic Plan is unanimously supported by directors and the wider shareholder group alike; and at least most stakeholders work in accordance with the chosen and approved direction.<\/span><\/li>\n<\/ul>\n<ul>\n<li><span style=\"font-size: 14pt;\">Politics is not permitted to raise its ugly head to the extent that it overshadows well-reasoned practical thinking and action.<\/span><\/li>\n<\/ul>\n<ul>\n<li><span style=\"font-size: 14pt;\">Strong leadership \u2013 the leader(s) is\/ are not afraid to lead, and they do so with authority and conviction.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-size: 14pt;\">Political positions are typically formed by strongly opinionated stakeholders who are convinced that their views are the only views that should be considered (or are best\/ correct views); and they remain steadfast believing that this is indeed the case irrespective of other equally (or more) valid views that may be offered by other people. The main problem with political opinions is that they are typically highly subjective in nature, are unsubstantiated by evidence and are motivated by a desire in the person concerned to become more liked\/ supported\/ advocated (all of which are selfish agendas). Political positions mostly fail to deliver tangible benefits to the stakeholder who the \u201cpolitician\u201d is charged with leading, because the \u201cpolitician\u201d is more concerned about what\u2019s in it for them versus whether (and to what extent) the advocated initiative will benefit the wider stakeholder group.<\/span><\/p>\n<p><span style=\"font-size: 14pt;\">In my experience, the most effective leaders \u2013 and therefore the most effective organizations \u2013 are those who\/ that consider issues and opportunities from a practical perspective rather than a political one. Practical leaders tend to be more direct, to the point and matter of fact about their viewpoints; whereas \u201cpoliticians\u201d tend to communicate loose ideas which cannot be substantiated by facts and which benefit themselves more than the stakeholders who they are charged with representing.<\/span><\/p>\n<p><span style=\"font-size: 14pt;\">Politically-charged organizations will not advance at the same rate as those organizations which are led by pragmatic leaders.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Have you ever wondered why some organizations really flourish, move forward at a commendable rate and realise their objectives; whilst others are problematic, tend to go around in circles as the same problems reappear and remain unresolved, and they never quite realise their goals ? Have you stopped to think why such differences in organizations are evident ? Having been involved with a diverse range of organizations to date, I am confident I know why. Progressive, forward-moving organizations typically reflect&hellip;<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[3],"tags":[],"_links":{"self":[{"href":"https:\/\/www.realworldconsulting.kiwi\/rwc\/wp-json\/wp\/v2\/posts\/147"}],"collection":[{"href":"https:\/\/www.realworldconsulting.kiwi\/rwc\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.realworldconsulting.kiwi\/rwc\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.realworldconsulting.kiwi\/rwc\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/www.realworldconsulting.kiwi\/rwc\/wp-json\/wp\/v2\/comments?post=147"}],"version-history":[{"count":6,"href":"https:\/\/www.realworldconsulting.kiwi\/rwc\/wp-json\/wp\/v2\/posts\/147\/revisions"}],"predecessor-version":[{"id":895,"href":"https:\/\/www.realworldconsulting.kiwi\/rwc\/wp-json\/wp\/v2\/posts\/147\/revisions\/895"}],"wp:attachment":[{"href":"https:\/\/www.realworldconsulting.kiwi\/rwc\/wp-json\/wp\/v2\/media?parent=147"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.realworldconsulting.kiwi\/rwc\/wp-json\/wp\/v2\/categories?post=147"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.realworldconsulting.kiwi\/rwc\/wp-json\/wp\/v2\/tags?post=147"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}