Evidence-Based Leadership, Essay Example

It has been found that in order to achieve the status as a good organization; the organization makes an impact and delivers good performances per their customers, business partners or communities.  In order for an organization to understand how they are making that impact, it is important to evaluate the organization using Collin’s “Good-To-Great Diagnostic Tools”.  Collin’s analyzed businesses based on research conducted by companies in which had a “leap to greatness”, per stock market performance.  (Wexler et al., 1) The results of the study indicated that there were seven qualities, concepts, practices and principles that comprised the lead to greatness.  These were as follows: Self-Effacing but fanatically driven level 5 leaders, “First Who, Then What,” Getting the Right People on the Bus, Confront the Brutal Facts (Yet Never Lose Faith), the Hedgehog Concept, a Culture of Discipline, Technology Accelerators, and the Flywheel and the Doom Loop. (5-8)  The current paper assesses the “Good-Great Diagnositc Tools” assessment, analyzes the results from assessment, and discusses the strengths and weakness in order to develop future leadership qualities.

The results from the Input and Output Analysis, as seen in Table 1, indicate an Average Trend score of “+1.25” for the Input Principles and “+1” for the Output Results.  This suggests that the company has improved gradually for both the input principles and output results.  The strengths that the assessment has indicated refer mostly to the leadership and preserving the Core.  These results were both “+2”, which illustrates that the company has grown dramatically in these areas.  This further suggests that the company is on its way from “Good to Great”.  Research has shown that spending time creating strengths within is more productive than finding weaknesses. (Rath and Conchie, 1)  In addition, it has been found that the most effective leaders are the ones who are knowledgeable about their strengths and how to use them. (6)

The results from the Input and Output Analysis, as seen in Table 1, show good results in regard to weaknesses.  There were no scores that were below “0”.  There was, however, one score that remained at “0”.  In addition, there were several, “+1” scores, which can use improvements to the “+2” score.  The “First Who, Then What” contained the lowest score of “0”.  This tells us that this area has been steady.  It is not necessary weak; however, there has been no improvement in the past three years.  In order for a company to become more successful, this area should show more improvement.  It is important for the right people to get on the bus and the wrong people off the bus before you figure out where to drive it.  (Collins, 5) Collins indicated, “Compared to high-profile leaders with big personalities who make headlines and become celebrities, the good-to-great leaders seem to have come from Mars. Self-effacing, quiet, reserved, even shy—these leaders are a paradoxical blend of personal humility and professional will. They are more like Lincoln and Socrates than Patton or Caesar (Wexler, et al. 5)”.  Therefore, it is important to find the right individuals that will lead the company into greatness.

These Good to Great principles can be applied to future leadership situations in non-business types of organizations, such as schools, government jobs, policing, and nonprofit organizations.  These principles can be used to set performance standards for employees, cooperating in labor unions and focus on long-term goals and strategies.  In addition, one of the important parts of this principle will help find different solutions to getting rid of people from the bus.  This could transform these organizations and schools which are failing and produce a positive outcome.  (Wexler et al., 11)

Overall, the Good to Great principles are not definitions, but principles in which companies, organizations, and schools can use in order to achieve greatness.  An organization can analyze their company or school by using input and output variables.  These variables are the step to understanding the positive and negative aspects of the company.  Different organizations may feel that some of the variables outweigh the others; however, the companies should address their strengths and weaknesses.  In addition, it may be more beneficial to focus more on the strengths, than the weaknesses.  It may however, be a good idea to strengthen the strengths and then focus on the weakness from the results.  In addition, these variables can help establish which individuals are necessary in the implementation to greatness.

References

Collins, J.  Where are you on your journey from Good to Great?  Good to Great. Diagnostic

Tool. Developed by Jim Collins. (2008). Individual Worksheet Packet Release Version 1.00.  21pgs.

Rath, T. and Conchie, B. Strengths Based Leadership.  (2009).  Web: This article is posted on the

GALLUP Management Journal website at the following URL: http://gmj.gallup.com/content/113554/Press-Release-Strengths-Based-Leadership.aspx#1,

dated December 23, 2008

Wexler, C., Fischer, C., Wycoff, MA.  “Good to Great Policing: Application of Business

Management Principles in the Public Sector”.  (2007)  U.S. Department of Justice Office of Community Oriented Policing Services.  Washington, D.C. 55pgs.