Articles tagged "Do Your Job"
- Are you taking over for a leader who has left the organization?
- Are you inheriting someone else’s team?
- Or, are you stepping into a newly created leadership role?
Refining processes and developing the next generation of leaders are fundamental to succession planning. I’ve worked with my clients on these key succession planning and talent development steps for years. However, during a coaching call with an executive this past week, I learned a valuable insight into HOW I need to guide my succession planning clients going forward. The leaders need to plan for succession as if THEY were going to return to the company.
This past week validated that regardless of what you say you want your company culture to be, what it actually IS is dependent upon you, the leader.
I try to notice trends in what my clients are facing. Last week presented a trend I couldn’t help but notice: Three of my clients were tired, frustrated, and struggling to please customers’ shifting and very challenging demands. My clients weren’t happy. Their team members weren’t happy. Their customers weren’t happy. No matter what my clients tried to do to please their challenging customers, it wasn’t enough. My clients’ team members were burning out. Team members were starting to quit – and leave without notice! My clients were getting desperate.
We’ve all heard the old saying, “There is no ‘I’ in team.” When you hear it, you probably want to roll your eyes as you think to yourself, “Ugh! That’s so cliché and corny!” Yeah, well I felt the same way too until I recently experienced a board chair figuratively spell the word team with an ‘I’ at least six times during a board meeting. During that one board meeting, I observed 16 highly-experienced, professional, and articulate board members shrink from their responsibilities and limit their individual input, questions, and concerns. Why?