Leadership and Strategy: Building a Resilient and Efficient Organization

By George Waggott, founder and Roberto Fonseca-Velazquez, law student

George Waggott Law

A good leader can be the difference between the success or failure of an organization. HR professionals are positioned to shape leadership development, influence strategic direction, and design efficient organizational structures. In times of uncertainty such as these, clarity at the top is essential to building a workplace that is both high-performing and future-ready.

Leadership as a Catalyst for Talent Retention

One of the most powerful tools for retaining top talent is effective leadership. Employees are more likely to stay in organizations where they feel valued, supported, and inspired. Leaders who communicate clearly, recognize contributions, and foster a sense of purpose create workplace environments that employees want to participate in.

HR professionals must prioritize leadership development within their organization. This includes identifying emerging leaders, offering coaching and mentorship, and aligning the leadership style of emerging leaders with organizational values. When leaders are equipped to build a relationship of trust with their teams, organizations will benefit from an engaged workforce.

Leadership Styles: Adapting to Context and People

Leadership is not a one-size-fits-all endeavor. Different situations, teams, and challenges require different approaches. Some employees do better under a more laissez-faire approach, while others require more structure and direction to thrive.

Historically, leadership was understood to be about effectively commanding a disciplined workforce. Currently that approach has fallen out of favour. Many experts now advise leaders to focus on engaging with employees on an emotional level and to foster a dialogue between different perspectives.

There are useful insights in both perspectives and different leadership styles may be optimal in different contexts. For example, in high pressure situations where there is a lot of uncertainty, a decisive leader who clearly conveys instructions to employees can be reassuring. On the other hand, many employees will benefit from a more collaborative and emotionally engaged leadership style. Many employees will be more motivated at work if they feel that they are valued and their perspective is considered in decision making.

HR professional’s role is to help leaders develop the agility to shift styles based on context. This involves training in emotional intelligence and strategic thinking. By fostering a diverse leadership toolkit, organizations can better navigate uncertainty, drive change, and meet the evolving needs of their workforce.

Structuring for Efficiency: Aligning People with Purpose

An organization’s structure of roles and authority is the framework through which strategy is executed. A well-designed structure clarifies what each role is responsible for, streamlines decision-making, and enhances collaboration. When structure is misaligned with an organization’s strategy, it can cause even a good strategy to fail.

HR professionals must work closely with senior leadership to evaluate whether an organization’s current structure supports its strategic goals. This includes assessing reporting lines, the roles assigned to different employees, and horizontally integrating the work of different teams. Organizations must determine whether they benefit more from rigid hierarchies or more flexible, team-based models.

Organizational structure is also critical for an organization’s strategy indirectly. An organizational structure that supports employees’ career development will help organizations draw and retain the talent they need to execute their strategy. Organizations should provide clear career paths, opportunities for lateral movement, and transparent performance metrics. These factors help employees understand how they can contribute to the organization’s success and where they can find opportunities for professional growth.

HR’s Strategic Role in Leadership and Organizational Design

HR professionals are management’s strategic partner in shaping leadership and organizational effectiveness. By embedding the development of leadership skills into employees’ progression within an organization, HR professionals can cultivate institutional knowledge of leadership best practices. By aligning organizational structure with strategy, and fostering a culture of adaptability and trust, HR professionals can help build organizations that are resilient and positioned for long-term success.

Conclusion: Leading with Purpose and Precision

An organization’s strategy and approach to leadership should permeate every level of the organization. HR professionals have the unique opportunity to influence both, ensuring that management’s approach to leadership is appealing to employees, adaptive, and aligned with the organization’s strategic goals. HR professionals can guide organizations to invest in leadership development, promoting leadership styles suited to the organization’s needs, and structuring the organization for efficiency. HR professionals can help create workplaces that are productive and future-ready.

For more information about George Waggott Law, please see: www.georgewaggott.com, or contact: george@georgewaggott.com