The Success Of A Company - 2409 Words

Prior to 2003, Google was an unprofitable company that was looking for a stable revenue source. In 2003, Google launched Google AdWords, which is a program that allows businesses to advertise to people who search for things on Google.com. Almost overnight, Google went from being a simple search engine, to a highly effective advertising platform. â€Å"In 2008, Google reported to the SEC that it had generated $21 billion in advertising-driven revenue alone† (Willey, 2010). Making changes with an organization can be risky. Especially for an organization like Hume Lake Christian Camps, which has been in existence for over fifty years and has seen many changes in leadership. In the following chapter, strategies of change will be discussed so†¦show more content†¦A stable leader provides and encourages stability and models consistency that individuals, teams, and organizations need for success. On the other hand, inconsistent leadership creates unnecessary levels of tension, anxiety and conflict. When a team does not have a consistent leader, the team cannot learn a rhythm together to maximize efficiency and build trust. A team needs a leader who can provide consistency and who encourages trust and teamwork. Without this leadership, a team will not work well together, but will instead work individually. Myatt recommends four pillars of stability for leaders to look for. The first is to be the true north of the team. A leader with this quality keeps an open mind, but also holds to their convictions as a leader. This leader listens to the opinions of the team and takes them to heart, but makes decisions based on their convictions and the values and ethics of the company. A team who is managed by this type of leader has no question of where the leader stands. They may not always agree with the direction that the leader is heading, but there is no question about where they are heading. â€Å"An aligned vision based upon clearly stated values, and the character to hold people accountable to values over outcomes create a high-trust culture† (Myatt, 2013).