Mistakes Organizations Make

In 20 yrs of studying large organizations from the military ,business,governments,church’s,MLM,network marketing, and the personal growth world here are a few of the top mistakes I have seen made by them .

1 When you stop playing to win and you start playing to NOT lose ( you just shifted your paradigm from abundance to scarcity ) and  are no longer in the creative stage . You have slipped into the management phase and you will lose  your top emerging talent . People who can influence growth do not fit well with managers . It is simple, managers and leaders do not mix well . Eagles want room to fly while managers will try  use procedures to try to control people .

2 Most CEO’s or leaders who gather a huge following ( because of their passion and zest for life in their early years ) often begin to trade being popular for getting results . This is not a conscience decision most of the time but one that comes from slipping into the king mode  vs the warrior mode . As you have heard  ”don’t ask what a king would do who is entangled with policy  rather ask yourself what a free man would do who is on a vision quest ” .

3 Trying to get everyone to do the same thing will never work in a large organization . You can follow principals but you cannot expect people to all have  the same leadership style or disposition . So be careful in asking people to follow small details to the tee . If  you micromanage a winner they will feel you clip their wings or worse stolen their freedom .  You need to allow a way for new creative ideas to rise to the top from the people in the fields .

4  Most heads of companies fail to realize they are putting a lid on their leaders because you still see them as students or your disciples . ” You cannot be a prophet in your home town ” . It is  hard to grow past your families limiting beliefs about you  and it is almost impossible to grow past a companies  idea of you once you have been labeled . When leaders are not constantly checking themselves to make sure they are making room for the next generation it is a symptom of ineffective succession planning .

5 As cliche as it sound many heads of organizations just become control freaks or are simply scared of the lime light that emerging talent gains … so they squash the new talent out of fear . Often the head of a company does not even realize they are doing it because they justify it by quoting policy . They really think they are just enforcing the rules vs realizing leaders always will push the guidelines … heck what breakthrough person did NOT dare to dream beyond the walls of the current administration of the company they worked in . Give me a tiger vs a dutiful person any day if you are looking to change the world or to grow .

6 It is funny how people forget becoming a ” agent of change ” is a great thing ! If you are in a organization that  makes you feel this is rebellious , then you my friend are in a organization with old leaders who have forgotten what they did to get where they are . Watching your children grow and apply the principals you have taught  to something their heart desires is a awesome  thing,unless you are just upset its wasn’t the direction you had in mind for them .

7 Most organizations never created a way for their top leaders to get off the bus in a graceful way or to allow them at some point to go off  on their own and to embrace and extend what they have learned .

8 Never trade off listening to your followers over your leaders . The engines pull the rest of the train , and if you think you can listen to the caboose or the cargo and kill the engine with out the train coming a instant halt you are very short sighted .

9 Last but not least just remember if you want winners around its simple do NOT box winners in … only sheep allow that to happen .

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Tags: Dean Kosage, deankosage