GETTING LEADERSHIP ALIGNMENT

Leadership Alignment is a frequently overlooked key to smooth and predictable success, despite inevitable changes. You’ve indicated that your leadership team is not aligned on the value and importance of growing potential leaders.  They may be underperforming and feel unable to spend time on an “unnecessary activity.”  With what little discretionary time they have, often leaders can also feel ill equipped to mentor or develop others without additional tools and guidance.

An organization that has a culture of leadership development sets itself apart from the vast majority of their competitors.  It becomes a highly sought-after location for talented employees, especially those who have ambitions to become leaders and demonstrate high value. ​

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What can you do to improve readiness in this area?

• Understand your team.  How much pressure are they under to perform?  If your leadership team is failing to achieve their goals consistently, or the organization is underperforming, then they will likely be very focused on their day-to-day activities.  While this is common, it also communicates to the rest of the team that development of staff is secondary and will be jettisoned anytime budgets are challenged.

• Communicate expectations.  Do you realize the importance of building leadership capability and preparing for future transitions?  Then you must be communicating to your leaders the value of building other leaders and preparing for those potential changes.  You should also recognize that a surplus of capable leaders positions you to take advantage of opportunities and react to needs more quickly.  A company that is known for developing talented leaders is a very attractive place to join.

• The best learners are teachers.   Expect your leadership team to take on the task of developing others.  This commitment on their part will encourage the growth of your current team as they bring others along…it is a natural result of teaching others.  You will see growth in both current leaders and future leaders.

• Act now.  There is little to be gained from delaying the effort to grow capability within your firm to fill leadership roles.  A surplus of leaders is a position most every CEO in America would relish…yet few are committed to achieve.  The results give you a head start over competition and provide a security blanket for future growth or unexpected departures.

Non-Profit Organizations

You indicated you work for a Non-Profit Organization.  Such organizations are seldom flush with the funds to have a broad and highly qualified leadership team.  It is very common for non-profits to be led by a singular head of the organization.  It can be very lonely at the top of such an organization along with all the responsibility and pressure that accompanies the role.  While these leaders often report to a Board, those Boards are likely to agree with most any decision this leader has determined, knowing that they have little choice but to support the primary leader in the organization.  Even when non-profits demonstrate broader leadership and stronger accountability, they can still struggle to develop a deep pool of future leaders, creating stress on the organization to get things done and to address growth opportunities.  The importance of developing an intentional leadership growth plan and executing it in a timely manner cannot be overstated. 

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