Leaders Part Two

“Anyone can hold the helm when the sea is calm.”   Publilius Syrus

Leaders aren’t just born! Leaders are shaped and molded by the forces they interact with from a very early age onward. Here are some key ways to develop leadership skills and knowledge:  A. Formal Mentoring based on direct observation.  B. Formal Senior Leadership Team interaction and direction.  C. Executive MBA program enrolment.  D. Multi-Rater/360 Degree Feedback and Development.  E. Geographic rotations  F. Accelerated promotion   G. Cross-functional Business Unit rotations   H. Formal External Coaching with a consultant   I. Action Learning and challenge assignments.   J. Exposure and involvement in the Competitive Strategic Planning  process.   K. Conferences and course work.   L. Internal case studies and assessments.   Not all of these developmental experiences as the research shows are as effective at developing leaders as others. The top four when combined with other leadership approaches are: 1. Formal Mentoring    2. Cross-functional Business Unit rotations   3. Multi-Rater/360 Feedback and Development   4. Action Learning and challenge assignments. 

Succession Management, what is it? Succession Management is the formal process of identifying employees within an organization who demonstrate they have the potential  to advance within the XRoads. Personally, I like the 9 Box Matrix model of Succession Management where it identifies an individuals’s Performance and Potential attributes when evaluated with the role/Xroad and the functional work/job. 

9 Box Matrix       

Vertical Axis-Performance  a. Not Yet Full Capability   b. Full Capability   c. Exceptional Capability        

Horizontal Axis-Potential   a. Low Potential   b. Medium Potential   c. High Potential

For example, Performance-Full Capability and Potential-Medium Potential   *centre or middle box   

Characteristics:   Not yet consistent in demonstrating skills, knowledge, and expertise in both role/XRoad and job requirements. Time Management and prioritization skills inconsistent. May be new in the role.

Action required:  Leave in current role/XRoad. Focus on developing skills, knowledge, and expertise with formal training and Action Learning assignments.        

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