Every leader wants to build an organization that achieves significant results with high impact. They also wish to have that organization survive over time, creating value for everyone it touches.But in this fast moving, highly competitive world, how can a leader achieve these goals? This can be done by building an organization that is ethical and enduring. This is a quest for a leader and a challenge that is possible for them to achieve. The leader needs to commit to building an excellent ethical and enduring organization. Anything less than that is not enduring for the leadership.
This is the Triple Crown leadership which consists of the three E’s also called the triple E quest. This includes excellent, ethical and enduring. The leaders have to achieve exceptional results in the competitive world. If the leader is not able to achieve his targeted numbers he will be replaced by other leaders in the organization. The leaders should learn to accept their mistakes and proceed on from there. Being ethical for a leader is to do the right thing. Living in an industry where there is a lot of competition the world’s most ethical companies have been seen to thrive financially while operating in an ethical manner. This is so because the employees trust the companies, stay there longer and open up ideas to its leaders by actually committing to an organization. The smooth running of an organization depends on the employee’s commitment and stakeholders trust as well. And ethically operating companies have seemed to achieve both and thus have succeeded far better than companies who are not operating ethically. This leads us to the third point that is enduring. Enduring has the sense of sustainability. The leader should do it in a sustainable way by internally with the employees and externally with the environment. It keeps a check out that if the company is actually burning its employees and also not engaging in unsustainable financial position.
The leadership practices implies that the leader should hire, train and promote an employee for head and heart. They should not hire an employee for insufficient reasons. They need to look at an employee from a broader perspective by checking their integrity, commitment to organization, passion and other skills apart from their education and experience only. The leaders should define a lofty purpose, shared values and vision.
The purpose should be a short word which should resonate with people and values should guide the behavior of people. The leaders should have a flex leadership style between steel and velvet. They should have clear vision of when to flex between being strict and leading and when to give power to its employees to lead. The leader should unleash culture stewards. Give them the irrevocable license to lead from the shared values.
They need to think dynamically and empower its employees when necessary by giving them the license to lead and trusting them to perform their task efficiently. This brings us to the last point which is to collaboratively align. Alignment starts with the long term purpose, plan and visions, cascades down to medium term goals strategy and people, to short term process and action plans. A leader should try to follow these practices in order to build an excellent, ethical and enduring organization.