For Ceylon Tobacco Company PLC (CTC), cultivating next-level leaders is fundamental for ongoing growth and success. Prioritizing leadership development deepens employee engagement, and clarifies, and strengthens alignment. Next-level leaders serve as role models, attracting talent and inspiring a culture that is rich in innovation, collaboration, and constant learning. These leaders go beyond conventional roles. They lead across various domains, influence without formal authority, and navigate complex situations. Their ability to steer the company through both stability and change is critical for long-term success.
Forward-thinking leadership is critical for any company’s robust performance in a highly competitive market. At CTC, their next-level leaders are known for their innovative acumen and visionary foresight. They excel in both vision and agility and are responsible for embedding resilience into the business. “In our fast-paced and constantly changing business environment, the ability to accurately forecast market trends and nimbly adapt is vital. The key is to be agile and anticipate such shifts rather than simply reacting to them,” articulates Nishan Fernando, Sales Operation Manager at CTC. “Our leaders excel in pinpointing and capitalizing on new market opportunities, adeptly positioning the organization on a trajectory of success. In my 15+ years of experience, I have witnessed that this leadership approach has been central to navigating immediate market challenges and strategically plotting the company’s future course.”
Developing Talent for the Future
Next-level leaders play a pivotal role in acting as a bridge and seamlessly connecting the organization’s strategies with the broader teams. They act as a vital conduit, ensuring that the company’s overarching vision is effectively transformed into tangible actions at every level. “Our aim at CTC is to bridge the gap between strategic intent and its practical implementation. That is what excites me most about my role,” says Nishan Fernando. “This crucial role is key to contributing towards preserving coherence and embedding a unified purpose throughout the organization. Our primary duty as forward-thinking leaders is to cultivate a culture brimming with innovation and dynamic thoughts” Nishan elaborates.
Culture goes beyond merely accepting change; it involves actively pursuing and fostering an environment conducive to innovative thinking. Such a milieu is essential for any company’s ongoing evolution. “While one should facilitate new ideas, they should also be aware of striking a balance between embracing novel ideas and innovation while adhering to the core vision,” Operations HR Business Partner, Randima Pathirana adds.
Recognizing that the future of any company is contingent upon the abilities and skills of its workforce, all future-looking organizations should emphasize developing a robust talent pipeline. “Building a strong foundation of talent is crucial for the sustained success of an organization. I believe leaders at our levels need to be deeply committed to nurturing talent within the company,” Randima emphasizes. By focusing on the growth and development of its team members, a company can ensure it is perpetually equipped with a workforce capable of meeting and surmounting future challenges and opportunities.
Navigating Challenges and Seizing Opportunities
The odyssey of next-level leadership transcends routine management. The contribution of a next-level leader is increasingly paramount. Far more than mere contributors, they are also the visionaries sculpting their company’s future. With a blend of being forward-thinking, adaptable, and innovative, these qualities pave the way for a company to be in the leading position within their industry.
These leaders are not just intermediaries in the corporate hierarchy; they are the harbingers and agents of change. Cultivating and nurturing leaders should be a strategic priority, deeply embedded in the company’s operational ethos. The strategies employed in this endeavour form a blueprint for developing a workforce that is not only highly skilled and motivated but also aligned with the company’s broader objectives.
Central to the organization’s strategy for team development is focusing on open and transparent communication. “Effective communication is more than information exchange; it builds trust and fosters a sense of belonging within the CTC family, a quality I find quite endearing,” says Bilal Bin Waheed, Manufacturing Manager. “This approach spurs a culture of collaboration and innovation, where ideas are shared openly, and feedback is actively encouraged. It is especially important for big and diverse teams like mine where we aim to create a safe environment for every individual to bring in their ideas and differences.”
Performance management and regular feedback are key components of the organization’s approach, Bilal mentions. “I believe, beyond culture, career development should be another critical element of any company’s strategy. At CTC, we are committed to mapping out clear career trajectories for our employees, complete with personalized development plans that align with their aspirations. This strategy enhances employee satisfaction and motivation by ensuring personal goals resonate with the company’s vision,” Bilal elaborates. “In addition to development plans, our performance feedback system is also designed to clarify expectations and assist team members in honing their strengths and identifying areas for development. For me, this clarity gives me the strength to be the best I can be. This approach ensures that employees’ skills are aligned with the organization’s objectives, thus effectively contributing to the business’ overall success,” Ashika Galappatthy – Regulatory Affairs Manager, further expands.
Concentrating on transparent communication, structured career development, and effective performance management ensures that an organization’s workforce is not only proficient and capable but also deeply invested in the company’s vision.
Effective Leadership
Effectively connecting departmental aims with a company’s overarching objectives is achieved through a comprehensive strategy emphasizing continuous learning, cross-functional teamwork, and a matrix organizational framework.
Central to this strategy is the commitment to continuous learning and improvement, essential for aligning departmental functions with the company’s broader goals. “Creating an environment that champions ongoing learning is key to ensuring our teams evolve alongside the organization’s shifting needs. For myself, it gives me a clear path to making a difference and advancing in my career. In my organization, we have a variety of developmental tools, training programmes and self-learning platforms such as platforms called GRID, that support this approach. It is imperative to offer employees avenues for constant professional growth,” Ashika explains further.
Another crucial aspect is the approach to nurturing cross-functional collaboration. This is where next-level leaders come into play. “Our leaders at CTC are more than just managers; they’re pivotal as influencers and motivators, which for me is a source of inspiration to aspire to something more. These leaders are instrumental in dismantling organizational silos, fostering a culture where different departments collaborate effectively. This collaborative behaviour ensures that all functions work in unison towards common goals, thus boosting overall efficiency and productivity.” states Ashika.
The adoption of a matrix organizational structure further enhances the alignment between departmental and organizational objectives. In this arrangement, employees work with both their teams and cross-functional project teams, which fosters a dynamic and flexible work environment. “Matrix organizational structures promote a seamless flow of ideas and resources across various departments, enabling me to participate in the decision-making process and be heard,” says Aqeelah Fowzie, Corporate Finance Manager. “Teams are better equipped to collaborate efficiently, ensuring that department-specific initiatives consistently support the company’s wider strategies and aims. Bridging the gap between functional goals and organizational goals enhances overall organizational effectiveness”
Continuous learning, cross-functional collaboration, and a matrix organizational structure – integrating these elements into a multifaceted strategy cultivates a dynamic, innovative, and unified culture for any organization.
Empowering People
Empowerment should transcend the realm of corporate jargon to become a cornerstone of organizational culture. CTC stands as a paradigm of employee empowerment, with a strong focus on leadership qualities across all levels of its workforce. The company’s leadership development strategy is deeply rooted in its five ethos: being bold, fast, empowered, diverse and responsible. These guiding tenets are not merely theoretical; they are actively integrated into every facet of its operations, significantly enriching the professional development of its leaders.
“The company truly embodies empowerment, granting us the freedom to independently ideate and bring our visions to life. This culture of autonomy is pivotal in spurring next-level leaders to devise innovative strategies and make substantial contributions to the company’s achievements,” Aqeelah says.
Recognizing that leadership is not confined to executive ranks, a company should nurture this skill right from the outset of an employee’s journey. “CTC dedicates itself to fostering leadership skills from the very start of our professional paths, a facet that has helped me grow in my career within the company. Leadership is not just a chair or a position, it exists through different stages of someone’s career trajectory. An inclusive approach to leadership development ensures that every employee, irrespective of their position or tenure, is armed with the skills necessary for effective leadership,” notes Damith Baduraliyage, Head of Leaf at CTC.
“Setting distinct objectives empowers us as managers to stretch our capabilities and deliver outstanding outcomes. My leadership approach is to fully empower my team, with certain guidance, that will enable us to take a decision that has a synergic impact which will substantially drive my functional and overall corporate success. Not only functional, but this also motivates my team to grow and prepare to be ready to take responsibility two levels ahead,” Damith asserts.
A future-fit organization must keep leadership development and empowerment central to its strategy. Next-level leaders significantly facilitate an organization to become an employer of choice. It is imperative to create an environment where diverse experiences and thoughts are respected, employees are empowered, and dynamic opportunities are provided that will pave the way for a high-performing team to steer the organization towards continued success.