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Good Leaders Are Hard To Find

Do you have strong leaders in your business today? If so, do they have the attitude, beliefs and character to continue to evolve and develop as the needs of the business and it's customers change? I call these the "A - B - C's" of leadership.

The reality is that for most companies there is always a need for a rejuvenation and realignment of leadership as the company evolves. If you're unsure of whether you require a shift in leadership, here's a test for you. If I suggested to you that we could wave a magic wand and replace any of the executives, managers, or supervisors in your company, are there names that immediately come to mind? If "yes," my question to you would be, what are you waiting for

 

Having a less than adequate leadership is a barrier to business success, no matter how you slice it. Investing in improvements to employees, processes, or technology without strong, strategic and supportive leadership is like having a new Ferrari fueled up and ready to go, but you don't have the key.

 

If you want to identify or select strong leaders, here are the criteria that I use when performing leadership assessments for my clients that you can use to measure the potential and effectiveness of your leaders, confirming whether or not they are the "right fit" for your future:

 

Senior leaders

  • Vision focused - they support and can articulate to employees the desired future state of the organization.
  • Positive mindset - they are not negative or bitchy; they remain optimistic in the face of challenge.
  • Genuine and motivating - they are respectful of employee needs while remaining true to business objectives.

Middle Management

  • Strategic mindset - they can function tactically, but also connect with the strategic vision of the organization.
  • Connectors and collaborators - they are able to create collaborative connections across business units.
  • Dirty hands - they are not afraid to get their hands dirty and experience "a day in the life" of their employees.

Front line leaders

  • Delegate over doing - they are adept at managing workload through delegation and employee empowerment.
  • Patient and pragmatic - they balance efforts to build, support and nurture employee relationships.
  • Dedicated and deliberate - their intentions are clear and they show an unrivaled devotion to the company.

 

Question: How do your leaders measure up to these charateristics? If you realize that there are gaps, how and when will you address these gaps?


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