People, processes, and resources are all elements that make up any enterprise. The leader’s role is to effectively utilize and balance these elements to fulfill the organizational objectives.
When leading any organization, many aspects of leadership come into the picture that can either help raise the performance of the group to dramatic heights, or plunge it into the abyss of forgottenhood.
How well a leader balances these oft-competing elements is what can determine success or failure.
Choosing Your Leadership Style
With “People Leadership,” this arena is primarily divided into two groups: transactional leadership and transformational leadership styles.
This assumes that people are calculating and instrumental in nature. It considers the relationship between the leaders and their followers as a transaction. It associates rewards to the effort in the followers’ minds, which helps in enhancing desired behavior.
This creates a profound effect on the followers by having a significant impact on their emotions. It motivates the followers to walk an extra mile without just focusing on the expected rewards.
Transformational leaders form close bonds with their followers based on trust instead of contractual agreements.
While transactional leadership is necessary in maintaining required behavior over a long period of time, it does not suffice to make large-scale changes. Both transactional and transformational leadership styles should be applied since elements of both styles are required to keep everyone onboard throughout the transition process.
With “Technology Leadership,” this arena is primarily has to do with balancing costs, needs, and adoption rates.
To maintain a strong backbone within any enterprise today and constantly maintain a high-level of organizational health, leaders must be on top of one of the most important elements of their business: technology
Almost every business these days need a comprehensive way to effective utilize this modern powerful element that provides so many benefits to an organization.
Can you even imagine a life with no email, no cell phones, no back-office systems, no computers, internet, or networks?
Many leaders today have to deal with lowering technology costs while improving performance and effective usage of their information technology systems by the employees. One of the best ways to do this is with modern software and hardware systems that best use the talents of the people that they lead.
People have to be able to use technology, or why bother???
Big Technology, Big Results
In addition to personal technology like smart phones, tablet computers, and laptops, the adoption of an Enterprise Resource Planning (ERP) system is an important step for firms to succeed in today’s marketplace.
ERP systems have strategic relevance to companies because integrating them into crucial business processes directly impacts the organization’s performance. However, the implementation is not always smooth because companies face a number of challenges in the process.
Deloitte conducted a survey that placed ERP adoption success rate at 20%.
It is therefore important for company leaders to have the most appropriate implementation strategy, and know what to expect.
What exactly is ERP?
ERP is a comprehensively packaged software solution meant to give a holistic view of a company by integrating different business functions and processes into one IT and information architecture.
This makes it possible for information to be disseminated in real-time while allowing organizations to be more agile and flexible.
This ties in directly with people-performance and employee morale.
Technology Leadership Best Practices
ERP packages incorporate the most appropriate business models for enhancing best practices and making strategic changes. Implementing it, however, involves a complex process that is quite inter-dependent because of its large-scale nature.
Adopting & Disseminating ERP: What to Expect
In order for ERP systems to be successful, companies need to find the right balance between organizational culture and their current information systems. No matter how good any technology is, it is likely to be sabotaged when those involved consider it to be interference to their established procedures.
Any process that requires organizational changes will both impact and be impacted by the culture in that organization. Many implementations of ERP fail because leaders do not give organizational culture the level of attention it requires.
This is because many leaders rush in their efforts to implement the technology system without listening to feedback along the way.
The ERP system may be resisted, but it can be modified to fit into the existing culture. It is important for leaders to find suitable ways of manipulating culture and opinion about the new technology.
When the right culture is fostered, implementing an ERP system becomes relatively easier for everyone. One of the most respected in the marketplace today is how JD Edwards training incorporates the leadership perspective to get everyone onboard in technology integration.
Succesful leaders must balance the needs of their people, processes, and systems so that things work in harmony. Nowhere does this need come into play like it does with the technology systems and processes that people use every day.
The success of any technology integration, especially a comprehensive ERP implementation, largely hinges on leadership.
Implementing ERP requires the re-engineering of business processes and system configurations, which clearly involves some level of risk. It is necessary for leaders to inculcate a culture of conflict tolerance and resolution in order for ERP implementation to be effective. The employees must feel valued and understand the importance of placing an organization’s interests before their own.
This means for leaders to get everyone involved in the decision-making process.
So how is your leadership exercising wise decision-making when it comes to rolling out effective technology systems, polices, and training for the people where you work? What types of adoption rates does your organization have with its IT systems, functions, and rules? How could you provide better technology leadership when rolling out new systems? I would love to hear your thoughts!
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Disclosure of Material Connection: This is an L2L Partner Post. The company who sponsored it compensated me via a cash payment, gift, or something else of value to post it. Regardless, I only recommend products or services I use personally or believe will be good for my readers. I am disclosing this in accordance with the Federal Trade Commission’s 16 CFR, Part 255: “Guides Concerning the Use of Endorsements and Testimonials in Advertising.”
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