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My interaction with leaders showed that an important factor that decides their fate is the quality of their leadership talent. Many top management team members lament the lack of leadership positions and their power in the company.
They worry about what will happen to succession planning if the next leaders are not capable. What will ensue when a new generation of leaders is positioned in development roles? What can your organization do to avoid the risks associated with incompetent management? How do you prepare future leaders for unpredictable changes?
A leader must possess the capabilities required to implement the strategies that call for changes in direction. Without having proper leadership management, you cannot achieve results.
Simply discussing a presentation with your executive management committee will not bring change. One of a leader’s tasks is to take the message to the bottom line level. Leaders must have the talent to drive the organization through powerfully managing and changing poor performers while supporting the top ones.
People are talking and writing about leadership strategies while consultants propose leadership competencies. Where does leadership start? For instance, “X” is a CEO. X’s leadership begins with the position, but it does not end with the hierarchy shown in the organizational chart. An organization’s ability to achieve its goals is not limited to its leaders’ span of control.
Success is the effort of all employees; however, it is the collective action that brings people together to influence growth. It is important for leaders to know how to motivate employees to support the company strategy. Leaders have to pull the resources together to achieve organizational targets.
• Good leaders should be aware of the needs of their teams
• They need to motivate people to use their skills and strengths
• They must know how to handle both poor and top performers
Source: Dr. Pon Mohaideen Pitchai, Special to Jobs & Careers
The writer is a Dubai-based HR and Management Consultant