Dealing with health issues

One of the greatest challenges to an organization is to lose the services of its leadership or key talents due to the deterioration of health or worse, their demise. Plans in place are put in jeopardy as the organization loses the moving spirit and the main integrator of strategies and organizational cohesiveness. Employee morale plummets as the uncertainties creep in, about the future of the firm and of managers and staff.

The problem is not severe if the enterprise has a well planned and defined succession plan with a wide bench to choose from. Or if the organization has a flat power structure allowing units to operate almost autonomously while having mechanisms for coordination through collective decisions. The reality, however, is the opposite. Even companies that mouth "empowerment" are the first to do otherwise. Either the leader is too wedded to his leadership style, unmindful of the consequences to the organization, especially if all he gets are affirmations from subordinates who either bask in the light of his favoritism or are afraid to call attention to the "Emperor's nakedness.”

Most companies have medical and health program for executives with annual checkups and a nurse to take the daily blood pressure or sugar count. Others have gyms and fitness centers for the necessary exercise and daily workouts. Some seminars are conducted on specialized health issues with consultants available for consultations. While useful, all these will not be enough.

It would be better to institute a wellness program that considers the individuals' family and community concerns and not just the enterprise needs. Institutions that drive their executives to exhaustion by piling work after work will not only experience productivity going down but could risk losing their services due to health issues. Assignments should consider providing the right balance so that executives