Reflection

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Reflection Paper
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Reflection Paper
Many managers strive to reach the position of Chief Executive Officer in almost all
organizational set ups. Notably, when the time comes for an individual executive member to rise
to the position of the CEO of an organization, the development may appear honest and direct.
Crucially, the advancement is usually the peak of some years following the dedication to the
allocated work. The CEOs who take ranks from within the company have possibly ministered in
the C-suite or operated larger departments before and therefore demonstrate management
strategies with assurance from the board. Importantly, they are informed of the company’s
history and culture. In addition, they know the plan and may have an inclusive mind during the
policymaking. In comparison, one may think they would have an easier time improving and
towering in the job than CEOs from outside. Essentially, most CEOs from inside are met with
challenges in vastness from those hired from outside the company.
The most important matters include effective communication that revolves around
creating the organization’s vision and persuading the team to own it. It is not easy to hold
effective communication since it comes with commitment. With a proper structure, a CEO can
relate well with every stakeholder to improve efficiency and, hence, achieve high performance.
The other aspect refers to accountability—witnessing a failure to perform better things and
putting them in place. As a CEO, the focus remains on self-discipline and focus with no
distraction. With an inefficient leader at the helm of the management structure, problems are
bound to occur in immeasurable scale. These include the potential of low input by the majority
of employees because of inadequate supervision and low motivation which can be summarized
as low productivity by the workforce as well as the high rate of worker turnover especially for
those who care about career progression, eventually leading to contracting profitability.
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Performing a self-accountability evaluation will better understand the weaknesses and
improve on them. Termination is another practice that even worries leaders. For an instant, when
the team is a member of the family. Being a CEO requires developing and being ready to make
tough decisions. Only qualified and performing individuals become essential to every
organization. The structure for termination should be defined and remain transparent for all the
employees in the organization. Another issue surrounds executive alignment. When the whole
team under watch is not on the same page, it may not be easy; however, with leadership, the
decisions must ensure that everyone is moving unity in the place.
The advantage of putting everything in order, such as introducing a compensation system,
and the incentive to the organization, will progress magic around. Everyone needs the
consideration of all from different backgrounds, cultures, opinions, and experiences intending to
champion the organization’s vision. Further, the CEO must act as a decisive decision-maker. A
lot of the activities at the company level require an informed decision-making process, like in the
case of terminations and financial choices. In essence, no matter what, a decision has to be made
and will have pros and cons. In effect, the decision must be aligned with the vision and culture of
the organization. Inspirations and motivations must inform leadership as the driving courses.
Workers would want to be acknowledged when they are seen at the workstation. Therefore the
leader should have set measurable objectives, be present, provide flexibility, offer fair
compensation and recognize achievements.
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