Because they are dominated by cultural definitions of success as opposed to personal and self-fulfilling success. Self-fulfilling success = authentic success; success based on being in full alignment. The social construct of ‘leave your emotional baggage at home’, encourages incongruence. People loose their innovative and creative process when constrained by corporate expectations which diminishes risk taking and curtails overall productivity. People start to focus on achieving targets rather than thinking strategically. They reach for the status quo rather than their unlimited potential.
Leaders believe they have a shelf life (ie there is an expiry date for being at the top of your game) without recognising that they can continue to grow in conjunction with their teams if they remain committed to authenticity and personal alignment.
In corporate spheres where leaders’ personal values systems are out of alignment with company goals, policies and morals leads to futility and lack of progress. When work/life balance is so out of alignment it hastens burnout. Leaders and companies often don’t create a space where the individual matters as much as the output.
Leaders have to understand from the outset that success has to be lead from within – and personalised. Without this internal and authentic focus they are creating a corporate identity that is based on a misnomer or fallacy.
Sustainable success is about encouraging the corporate leader to reflect on an ongoing basis, and to understand that there is an inextricable link between corporate success and personal fulfillment.