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almost 6 years ago by Eavanne Allen

Organisational Leadership and how it impacts Organisations


Leadership is the single most important trait that has the power to direct a company on the path to success

Leadership is one of those sophisticated words that cannot be described as a ‘one-size fits all’. It is one of the most debated concepts, bringing forth a broad spectrum of opinions that effectively describe the personality attributes of an individual, their behaviours and their traits. 

Organisations flourish because of leaders

“Organisational Performance cannot be Divorced From Executive Leadership. The Executives must learn. Grow and co-develop with the organisation”- Dr. Karl Albercht

Have you ever got a chance in your life to work for an organisation where things were going reasonably well and then all of a sudden, a new leader joined the organisation and everything changed? The energy level of employees improved substantially, job satisfaction, employee engagement and organisational commitment improved, employees became more dedicated and greater results were achieved. The differences were noticed by everyone. 

Conversely, you may have worked for an organisation that was doing exceptionally well until a new leader joined the team and things began to deteriorate. The top performers of the company started leaving the company; there was a substantial decrease in job satisfaction, organisational commitment. 

Conflicts and criticism became out of control. The management decisions felt biased, unfair and uninformed. Sales figures began to drop, employee turnover increased, and the rest of the employees had to bear unrealistic workloads. The workplace began to feel toxic and you started thinking about escaping from this misery and depression. 

But what are some traits of Exceptional Leaders 

As the focus shifts from what attributes make great leaders, some important questions arise:

  • From where do great leaders come?
  • Is it possible for organisations to achieve this level of leadership or is it all about picking a natural born leader?
  • Is it possible for organisations to identify such leaders?
  • What are some differences that make leaders different from their colleagues?
  • Can organisations take adequate measures to develop more of such leaders and contribute positivity and organisational growth and avoid behaviours that may cause the organisation to fail?
  • Is it possible for existing leaders to acquire the traits of exceptional leaders?
  • Why is that some organisations are successful at producing a continuous flow of leaders while others struggle with repeated mistakes in developing and selecting them?

Commonly, it is believed that the success of a company is directly linked to the strengths and abilities of a leader. Leaders agree that it is not necessary for great leaders to be born. Of course, some individuals have personality traits that make them seem like born leaders, and then there are some individuals that, when exposed to environments that pull them out from their comfort zones to face challenging situations, display leadership competencies.