How to Spot Executive Failure
Written by Geoff Newman on 5/10/2010
Executive members of an organisation are treated as people who know the right thing and have flawless decision-making abilities, but in reality this is not the case. People overlook and ignore the challenges and pressure situations that executives face, and these unrealistic assumptions make the situation worse in critical conditions. Sometimes pressurizing situations lead to extreme behaviour in executives, which might not be tolerable at all. But at the same time, it is necessary to make sure that higher management people are ready to take the pressure, both performance-wise and health-wise.
It should always be kept in mind that bosses are only humans and they can go through different mood phases: they can feel stressed, angry or upset in certain situations. They can make errors as well and misjudge certain situations just like any one of us. They are also affected by the burden of work and stress since they feel responsible for everything. So it doesn’t matter what their job title, qualifications or experience is when it comes to the feeling of stress and pressure.
It is very important for an executive to understand the prestige and respect attached with his job title, but still a sense of jealousy and rivalry does exist, and is said to be a major aspect of executive behaviour. Their higher working status and the pressure to succeed, blinds executives, so that a certain type of political environment can be formed within an organisation.
To overcome executive failure it is necessary to assess the situation thoroughly, and try to reason out what is causing executive behavioural problems. There can be certain situations and conditions that affect the behaviour of an executive. And if the opportunity arises, arranging a meeting with the executive person to discuss their unsuitable behavioural patterns is very useful.
If the problem is talked out in front of the executive it is worth discussing what might be triggering their behaviour into its negative direction, and what is causing their work efficiency to lessen. As a senior member of an organisation is answerable to the whole organisation, it is hence important for everyone to be satisfied. A clear picture should be kept in front of the executive, showing them how they are acting and how they are taking things, whether it is seriously or not, because any negative activity would lead to a negative impact on their position and reputation.
Usually executives are aware of what is happening in an organisation whether everything is fine or not. Sometimes, to sort things out, an executive may take the opinions of the junior members of an organisation, which is their opportunity to provide him with different ideas and solutions. And if a person in turn is uncertain about a situation, they should then talk to the executive, to help them produce a better outcome.