juhtkorrast

Juhtkorrast is a term used in Estonian management discourse to describe a set of practices intended to correct and improve leadership and organizational processes within a company, public administration, or other organizations. The concept emphasizes systematic assessment, feedback, and targeted interventions to enhance decision-making, accountability, and performance. It is often discussed in the context of corporate governance, change management, and leadership development programs.

Etymology: The word is formed from juht-, meaning “leader” or “manager,” combined with korrast from korrastama, meaning “to arrange, fix, rectify.” The term is primarily found in Estonian-language management literature and seminars and does not have a long-established legacy in normative theory.

Core elements: Diagnostic assessment of leadership practices, feedback mechanisms (such as surveys or 360-degree feedback), and development plans for executives. It also includes structural and process changes, such as clarification of roles, decision rights, and governance procedures, along with monitoring and follow-up to ensure sustainable improvement.

Implementation considerations: Effective juhtkorrast requires buy-in from top leadership, clear metrics, and alignment with organizational goals. Potential risks include resistance to feedback, superficial compliance, or misalignment with organizational culture. Success depends on credible leadership, resources for development, and integration with broader organizational development efforts.

Applications: The approach is used in private sector organizations, public sector reforms, and non-profit governance to enhance leadership capacity and organizational performance. It is often implemented alongside related programs such as leadership coaching, organizational development, and performance management.

See also: leadership, governance, organizational development.