Doc V Moyo

Introduction

As leaders, we are often faced with the challenge of motivating our subordinates to achieve organizational goals. There are instances where leaders may choose either persuasive, informative, incentivising or other approaches. One effective way to do this is by exerting pressure as extracted from ACTV Group of Schools Spiritual Counselor Sipho Nyathi’s gospel on opening ACT’V 30th Board session. Concept of Pressure can be defined as the application of force or influence to achieve a desired outcome. In this article, we will explore the concept of pressure, its importance in ACT’V leadership, and how it can be applied to achieve goal attainment. This concept is designed to assist ACT’V leaders and other world leaders in pursuance of their organizational agenda. It should be noted that “concept of pressure” and “unfairness” should not be equated.

The Importance of Pressure

According to management guru Stephen Covey, “Pressure is a natural part of life, and it can be a powerful motivator” (Covey, 1989). Pressure can help individuals to focus, prioritize, and work towards achieving specific goals. In the context of leadership, pressure can be used to drive performance, improve productivity, and achieve organizational objectives. In his sermon, Pastor Sipho Nyathi stated that it is unacceptable that the Board fails to exert pressure on its administrators to the extent that they fail to get their salaries or to the extent that the stations fail to pay their obligations, such as taxes and other statutory obligations. In this context, pressure has become a very petinent tool to push the group agenda. It is on this premise that all our management and supervisory processes, inclusive of our board sessions, should contain at least 25% pressure, and this should never be pseudo-pressure but real with consequential effect. It should also be a policy to equip all categorical leaders on how to effect this concept in their supervisory roles.

Biblical Perspective

The Bible also emphasizes the importance of pressure in achieving goals. In 2 Timothy 2:6, the Apostle Paul writes, “The hardworking farmer should be the first to receive a share of the crops.” This verse suggests that hard work and pressure are necessary to achieve success. Similarly, in Proverbs 10:4, it is written, “Lazy hands make for poverty, but diligent hands bring wealth.” These biblical texts emphasize the importance of exerting pressure and working hard to achieve success.

Types of Pressure

There are different types of pressure that leaders can exert on their subordinates, including:

1. Positive Pressure: This type of pressure is motivational and encouraging and is used to drive performance and achievement. This area of pressure calls for recognition of good work. Achievers are praised by either word of mouth or material incentivised in front of their colleagues and the world at large. This helps them also appreciate their good works and pushes others to follow the trend, as well as setting good standards for other world leaders.
2. Negative Pressure: This type of pressure is coercive and punitive and can lead to stress, anxiety, and decreased motivation. While negative pressure can be harmful to one’s wellbeing and health, it still remains petinent and therefore encouraged never to be prolonged as long as the candidate displays corrective behavior, which should be nothing but posting of positive results. Negative pressure is punitive in nature, and the only remedy becomes the posting of desired results. Leadership is not a piece of cake; results are compulsory; either you post results or you ship out.
3. Peer Pressure: This type of pressure is exerted by colleagues and peers and can be a powerful motivator. When your colleagues can do it, why not you? Performance of the best singular competitor becomes the yardstick of the entire team or teams. External performances can also be considered to determine the minimum performance of the contextual teams. The concept of pressure should not accept any excuse but should demand goals as long as such goals have been posted somewhere. A member can also be excluded in some exercises as a way to communicate with them that they are losing their space in the group, thats pressure.

Applying Pressure Effectively

To apply pressure effectively, leaders must understand the following principles:

1. Clear Goals: Leaders must clearly communicate goals and expectations to their subordinates. Depending on the leadership layers, structure, communication channel, and language should be simple and to the point. Strategic layer produces policies, which are sent to the corporate layer. The corporate is expected to understand these policies and decane them by means of producing Standard Operating Proceedures (SOPs) meant to be consumed by operational teams.
2. Feedback: Leaders must provide regular feedback and coaching to their subordinates. Feedback channels should be provided, and everyone must be assisted to understand the importance of using these feedback channels and processes. Small tests and demonstrations can be used as a way of exerting pressure on individuals, forcing them to understand the system. Sometimes people are lazy to learn some aspects because there are no consequential effects to that.
3. Accountability: Leaders must hold their subordinates accountable for their performance and progress. Anyone who fails to fulfil a duty obligation should dance to the tune. In this regard, we are referring to the goal attainment. Goals are set and should be achieved. Explainations should be minimal; others we will spend time giving detail that we are failures rather than moving forward. The reason why you failed is not always important; maybe putting the record straight that we have a failure in our midst.
4. Empowerment: Leaders must empower their subordinates with the necessary resources and authority to achieve their goals. The starting point is when members are given access to available resources. This is not a tickect to abuse resources but to put them to maximum utilization. It should be noted that every organization has enough resources to meet its obligations. This notion can be debated, but the truth is that many organizations fail because of abuse and misconception. Our cash inflows and cash streams determine our salaries and expenditures; this is where budgeting is derived from. There is nothing like a deficit as we articulate the concept of pressure. We eat what we produce and nothing more; we share what we have. The tendency to budget beyond our means is not accepted and should be interrogated and ceased by every leader and organization.

Conclusion

In conclusion, pressure is a natural part of life, and it can be a powerful motivator in achieving goal attainment. Leaders must understand the importance of pressure, its different types, and how to apply it effectively. By exerting positive pressure, providing clear goals and feedback, and holding subordinates accountable, leaders can drive performance, improve productivity, and achieve organizational objectives.

References

Covey, S. R. (1989). The 7 Habits of Highly Effective People. Simon & Schuster.

The Holy Bible (NIV). (1978). Zondervan Publishing House.

Sermon by Pastor Sipho Nyathi. (2024). ACTV Group 30th Board Session.