- How to motivate people;
- How to treat people;
- How to manage individual performance;
- How to communicate people (for example, openly and honestly);
- How to reward people;
- How to treat operational excellence and organizational agility;
- How to treat long-term marketing and innovation management;
- How to treat social and environmental responsibilities;
- How to treat customer loyalty
- A belief in her team;
- A belief in the product or services her organization provides to the customers;
- A belief in her boss;
- A belief in her colleagues
- A belief in her people in the organization.
- A belief that she can overcome all types of problems;
- A belief that she can succeed in achieving her strategic vision to create transient competitive advantages.
Clearly, I have to say that belief gives strength. If a leader or manager fails in her beliefs, she can have high pressure from all around. So that she follows fashion or blows with the wind and finally damages the company.
On the other side beliefs can be dangerous for organizations due to the leader’s prejudice, dogma, obsession, rhetoric and self-rightousness in her decisions and actions.
Of course, beliefs must be evolved and changed to achieve a long-term business success.
- If leaders want to be successful, they have to explore their current set of beliefs and evolve them to manage people and their business to achieve growth, profitability, competitive advantages and better customer value.
- Companies have to work right leaders and/or experts. Therefore, they have to take right actions on time. Otherwise, they can fail in the long-term.