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A) This entry is purely aimed at targeting and defining the planning model
of an ‘executive development strategy’ to promote and develop
In fact, it is all the more relevant to me personally after a very brief ‘tryst
with destiny’, where I had experienced the need of a ‘trim-tab’ or a
‘rudder’ that propels the direction of an organization in the right track.
To me this means the organizational chart for ‘corporate governance’,
depicts the roles and categories, of the executive leadership team which
obviously comprises of team leaders/managers, supervisors & controllers
etc, in order to be able to provide the required level of strategic insight and
the additional leverage for governing corporate affairs prudently.
B) Defining a leadership strategy and a leadership model for all types of
leaders however, would be important to adjudge the level of agility,
dexterity & resilience under the current economic conditions.
In this scenario the multi-tasking ability of an individual holds good when
he/she can adorn multiple hats but when it comes to big organizations or
freelance /contract roles the idea, is to garner the ability to face strategic
and organizational goals and challenges in a manner in which it is possible to
bridge the gap. This is possible through L&D programs and improvised GAP
analysis techniques to be able to seamlessly align jobs and responsibilities
with the overall objectives of the organization. Organizational leadership
encompasses and incorporates ideas that augment team effectiveness,
synergistic ideas and encourages deviant’s who believe in pausing and
probably act as change strategists in order to drive forward the objective of
not just being effective but effectual.
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C) Implementing a sound well aligned leadership development approach
should probably involve identifying issues that come from a thorough
understanding of leadership fundamentals that would define the
Motivation & Incentives
Groups & Teams
Managing with power
Managing complex systems
Personality & Leadership Development programs
D) In terms of evolving innovative methods to increase the effectiveness
scale, scope & leadership development efforts the ‘need of the hour’,
is to develop key skills and capabilities that determine the (KPI)’s -
Key Performance Indicators.
It has a lot to do with addressing challenges that inhibit organizational
behavior and development which would intimidate employees and the
reduce the levels of employee engagement. Therefore motivational
workshops, interactive sessions and team building activities would boost the
morale of employees and increase the level of employee engagement,
enhancement and retention.
Last but not the least , I believe that an ‘executive leadership’ model that
puts more onus on equipping ‘trim-tabs’ or trim-tabbers’ in every
organization can make a considerable difference as they have the hidden
potential to make adjustments to regulate and control any imbalances!
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A trim tab on a boat or a plane is the small rudder or keel being the
main structural element or vital component that provides the
required level of stability. So it would be worthwhile to develop the
planning of a coaching , training and executive development strategy
so that ‘trim-tab’ leaders are able to exercise initiative within
his/her own ‘Circle of Influence’, however small it maybe.
In this way it is possible to identify possible ‘roadblocks’, in the process of
trying to get things done by streamlining cumbersome procedures and take
the required level of action in order to exercise better control and