28 Aug HOW TO CULTIVATE GOOD AND GREAT LEADERSHIP
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I’ve been pondering…
What is it that leads decision makers to choose not to invest in the development of their people?
Here are a few examples from my direct experience in the last 2 months alone:
- We see you having potential to join the executive development program. There are a few areas you need to strengthen before you’re ready for this.
– No, we won’t invest in you to get you ready to join the executive development program.
- You need to develop your executive presence and communication clarity so you can be more influential with the executive team and board.
– I’m sure you can figure out what you need to do differently.
- I want to run a full day workshop for my team of 50 people for our annual development activity. I have $2000 to invest.
– Which equals $40 per team member for the entire year’s development. That’s not even $1 per week.
- No thanks, we are not interested in you providing some additional complimentary resources to support our team.
These situations continue to confuse me.
So, for clarity about why it’s important to continue to develop your people and their leadership, here is an excerpt from the Introduction to my latest book, Confluence: Averting The Global Leadership Crisis, The Vital Role Of Real Leaders
‘… We are experiencing a growing crisis of leadership, not enough good leaders to keep the world on the right kind of trajectory for a promising future.
This brings me back to the responsibility of leadership. In particular, the responsibility of big leadership. Expanding our perspective on what it means to be a leader and the role we must play in cultivating good and great leadership.
We appoint people into leadership roles without preparing them. Then we throw them into the next more senior role without preparing them. If they are lucky, we give them a one-day course on leadership. We are not going big enough.
Our leaders, to realise their great potential as leaders, need more support. And we need a bigger pool of potential leaders. Our approach is small.
We see organisations with high potential talent earmarked and given extra opportunities too. Yet everybody in our employee and people pool has the potential to lead in some way. What if we were to focus on equipping more of our people with the universal leadership skills that will allow them to contribute as leaders?
Some of them will go into hierarchical leadership roles and be ready for that. More people, hopefully, will be ready and able to step into these roles. Creating more opportunity, more possibility.
To finish off this concept of the growing crisis of leadership. Continuing the current trajectory means we will have less equipped leaders, and fewer of them, who are able to make the kind of leadership contribution the world needs to create a world of possibility. A world where we are all proactively creating a future we want to be part of. There will be a gap between the leaders we need and the leaders we have.’
I’d love to know your thoughts.
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