Unfortunately, many top leaders in LG subsidiaries are scared to make decisions. They are waiting for the others to make the change thus change is always gradual and -never- in line with CEO's vision. We fully agree with the comment: "People who have worked for a great leader are definitely different." and suggest to perform a survey among LG employees of all levels with the questions: (1) "In your opinion have you ever worked for a great leader?, and (2) was this leader in LG or a different company. We are afraid that LG system does not create leaders but people that want to maintain their power at all means. GTM was announced involving great change; change has to be completed within 3 months after its announcement in order to be effective. The momentum and the fresh breeze that the announcement of GTM brought into the organization is about to become stale - and this should not happen by all means! Please help!
The problem is fear in the organization. LG will never have managers who are great leaders until fear is eliminated at LG from the top down. Managers are afraid to make decisions and point out problems because they are afraid that they will be blamed.
Deming taught that mutual respect between employees and management is essential in order to eliminate fear. LG managers must show respect for all employees and treat the employees' culture as equal to Korean culture.
4 comments:
Unfortunately, many top leaders in LG subsidiaries are scared to make decisions. They are waiting for the others to make the change thus change is always gradual and -never- in line with CEO's vision. We fully agree with the comment: "People who have worked for a great leader are definitely different." and suggest to perform a survey among LG employees of all levels with the questions: (1) "In your opinion have you ever worked for a great leader?, and (2) was this leader in LG or a different company. We are afraid that LG system does not create leaders but people that want to maintain their power at all means. GTM was announced involving great change; change has to be completed within 3 months after its announcement in order to be effective. The momentum and the fresh breeze that the announcement of GTM brought into the organization is about to become stale - and this should not happen by all means! Please help!
The problem is fear in the organization. LG will never have managers who are great leaders until fear is eliminated at LG from the top down. Managers are afraid to make decisions and point out problems because they are afraid that they will be blamed.
CEO needs to help us. LG management in subsidiaries is broken - only interested in protecting themselves. Why are they afraid?????
W. E. Deming taught Japanese management how to drive out fear.
Apply Deming's teaching to LG. For example, see:
http://triq.co.za/The%20need%20to%20drive%20out%20fear.pdf
http://svprojectmanagement.com/2007/06/13/point-8-deming-in-project-management/
Deming taught that mutual respect between employees and management is essential in order to eliminate fear. LG managers must show respect for all employees and treat the employees' culture as equal to Korean culture.
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