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The Unique Relationship Between Leadership, Strategy, And Implementation In An Organization’s Culture

In any business environment, three terms are of utmost importance in a company’s continued development, well-being, and growth — strategy, leadership, and implementation. Moreover, the three terms are interdependent on each other like the three legs on a tripod, where, without any one of them, the organization enters into a period of uncertainty or stagnation.

The term corporate strategy management gets thrown around a lot in business circles and management paraphernalia. The term basically relates to the functioning of any organization with regards to its functioning, development, and plan for the future. The fact is that strategy, leadership, and implementation are mutually dependent on each other akin to a symbiotic relationship of sorts, where each is maximized by the proper functioning of the other two.

Purpose of Corporate Strategy

Corporate strategy reflects the extent to which a company can navigate or determine the most appropriate path toward success. The key function is to be of assistance to executives in the achievement of goals. However, the success of a corporate strategy is dependent on how the executives formulate their organization’s strategy. According to Richard Rumelt in his best-selling book Good Strategy/Bad Strategy, strategy is not the same as ambition, leadership, planning, or even understanding the logic of competition. In fact, most strategies are often a lot closer to choices than they are to a determined plan of action. The real purpose of strategy is to take an organization from a “default future” — one in which the leadership had no involvement and the organization just proceeded along its natural path — to an “improved future” — one in which there is an obvious upgrade and upward trajectory.

Purpose of Leadership

Leadership, on the other hand, is what people do, their perspective and outlook on the actions they take and what they observe, the processes they take after analysis, the behaviors they exhibit, and finally, the choices they make. Its relationship with strategy is one of a catalyst as well as a user. Leadership can impact corporate strategy by enhancing dynamic relationships among employees’ departments, satisfying customer needs, and adding to financial success.

Vision is the core aspect of leadership and at the virtual heart of strategy. A leader has the express responsibility of creating a vision for an enterprise that engages both the imaginations and inspires the renewed energies of its people.

Linking of Leadership, Strategy, and Implementation

The purpose behind strategic leadership is to change the development path and trajectory of an organization — a process that involves developing and executing strategy. It is both an organizational and individual capability, one that is an invaluable requirement for any organization irrespective of its scale of influence. Unfortunately, very few organizations recognize its essence till they face a few pitfalls. The ones that do recognize it prosper and grow in their respective fields, and the ones that don’t, do not.

This implies that leadership is critical to the implementation of strategy. Leaders can use corporate strategy to expand growth opportunities available to organizations. This may be challenging but is critical for determining success and failure. Therefore, leadership is the successful implementation of corporate strategy.

There are many organizations that focus on developing several training programs and tools to develop and incorporate this essential aspect into the heart of every organization, so much so that it becomes imbibed into the very culture. One of the finest examples of such tools is F-SET INVENTORY, from KW Productions, which is a premier assessment tool designed to measure the necessary components for modern-day success.

Dr. Karen Walker

Personnel Research Psychologist at Department of Justice

Founder of KW Productions




We offer a suite of behaviorally-based tools to assist in the valid and reliable assessment of your organizations success and effectiveness. If you long for tangible change with a fresh perspective either as a consultant, employer, or employee, we can help.

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Dr. Karen Walker

Dr. Karen Walker

Personnel Research Psychologist at Department of Justice

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