While there may be some long-standing problems that need to be addressed and some new ones to consider, the future still looks bright for the pharma/biotech industry. Demographics is the elixir the industry has in its own medicine cabinet to help nourish its growth as it moves forward. Data suggests that the number of people over the age of 50 will grow to 118 million in 2020. Emerging markets account for 80 percent of the world’s population, providing them with a strong purchasing power for products and services. Demand for products should continue to rise over the next 10 to 12 years. Encouraging, yes!
However, the environment in which these companies promote their products has become increasingly complex over recent years as a number of factors, trends, perceptions, and new stakeholders drive these changes to create challenge and uncertainty. All too often while looking for that magic plan to meet these challenges, some executives and their direct reports get caught up in managing at the expense of leading.
The everyday work of organizations consists mostly of structured activity designed to accomplish the goals of the organization. It truly is the work of those in charge to manage, that is, to align resources (including people) within established processes to achieve predetermined objectives. This is good. People need structure and process to perform. Managing provides essential stability.
There is a fundamental paradox, however, of what brings out the best performance in people. People work beyond minimum effort only when they voluntarily choose to do so. Leading is the art of giving people a genuine choice of yes or no and making the choice for yes compelling. The true act of leading is determined not by the “leader” but by the person who chooses to “follow.” Leading can be defined as the act of gaining willing followers for a course of action when the way forward is uncertain or unknown. Remove change and uncertainty from the equation, and simply managing would be sufficient. At its core, leading is about change, the showcase challenge of today’s pharma/biotech world.
Effective organizations always have a creative tension between leading and managing. During times when big changes are being asked of employees, the heightened uncertainty and corresponding hunger for stability cause this creative tension to be accentuated. Good managing is critical, but to make changes effective, good leading is vital.
A key to leading change is inviting people to a collective future. What is more inspiring; “Let’s increase sales 16 percent,” or, “Let’s be recognized as the innovative leader in each of our therapeutic classes who brings value to the global healthcare community?” Numbers are great for measurement but to get to people’s hearts, goals need to speak to values or qualities.
Whenever there is a change there is uncertainty and a sense that the future is unknown. No one can predict the future, but leaders can share what they know about what lies ahead, both the challenges as well as the vision for things to come.
It’s a fact of life that people give deference to others who are in positions of power. This means that any invitation to change can be perceived as compulsory. It’s best to acknowledge this dynamic, while at the same time cultivating a track record of empowering others.
The implications of choice –as in “an invitation” to a future vision and gaining “willing” followers –is perhaps the most important aspect of leading. People give their best when they do so voluntarily. To bring out the best in people, they must choose to follow rather than be compelled to do so.
While each side of the leadership coin–leading and managing–is distinct, most executives must use a combination of both. They must do so artfully, taking into account the situational context of their personal qualities, particularly in today’s world of mergers and acquisitions, when dealing with the nuances of blending different cultures.
Effective leadership action requires knowledge, skill, and experience that are distinct from either technical expertise or business know-how. The big question that pharma/biotech must continue to ask themselves is whether to invest resources and effort in initiatives to develop their organization’s leadership capacity or to ultimately step aside and relinquish the reigns to competitors with more leadership vision who want to capitalize on the foreseeable demand for pharmaceutical and biotech products in the years to come.
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