Your organization's success hinges on the alignment of your people with your business goals. Survival depends on the congruity of its vision, mission, values, leaders, employees, culture and strategies.
- Are your Leaders aligned?
- Have you hired New Leaders who are slow to learn and slow to act?
- Or do they over-react and make expensive or disruptive errors?
- Are your New Leaders not making the relevant, effective decisions that you hired them to make?
There is a lot of advice available for Newly-placed Leaders in the popular media – some of it is helpful, some of it not so much. Extensive research and client experience suggest a unique pattern of behavior that can lead to success or failure.
| + | — | |
|---|---|---|
| Saying, “How do we do things around here?” | vs. | Saying, “How do you do things around here?" |
| Searching and learning about internal practices. | vs. | Quickly bringing in best practices from previous employer/role. |
| Using first meeting with colleagues to form and build strong relationships. | vs. | Attending superficial “meet-and-greet” while failing to see the importance of relationships. |
| Sizing up talent of the team with due diligence and patience. | vs. | Using a “cleaning house” method without assessing existing talent. |
Studies indicate that unassissted up to 64% of New Leaders will eventually fail in their roles. Some are blocked by organizational cultural barriers, and others struggle with building their teams to reach peak performance goals.
