What do you do if your executive leadership lacks key qualities and characteristics?

Data-driven Analysis: Utilize quantitative data such as performance metrics, turnover rates, and employee engagement scores to identify patterns and trends related to leadership effectiveness. Qualitative Feedback: Conduct focus groups, interviews, or anonymous suggestion boxes to gather qualitative insights into employees' perceptions of leadership strengths and weaknesses. 360-Degree Feedback: Implement a 360-degree feedback process where executives receive feedback from their peers, direct reports, and supervisors to gain a holistic view of their leadership competencies.

Um trabalho de autoconhecimento, alinhado com uma análise detalhada das necessidades da sua posi??o, vai te trazer clareza sobre as competências que precisam ser desenvolvidas. Caso você procrastine essa a??o, pode prejudicar sua marca pessoal e seu futuro profissional. é fundamental ter humildade e o desejo de melhorar todos os dias.

When the big bosses are missing important qualities, it can be tough. Here's what you can do: Lead by example. Show the good qualities yourself, like honesty and caring. Talk to them. Tell them what you think they need to do better. Get training. Learn more about being a leader and maybe suggest they do the same. And if things don't change, you might need to talk to someone higher up about it. Everyone can learn and get better with a little help!

Customized Matches: Take into account the specific developmental needs and career goals of each executive when matching them with mentors. Structured Programs: Establish a formal mentorship program with clear objectives, expectations, and milestones to ensure accountability and track progress over time. Continuous Support: Provide ongoing support and resources to both mentors and mentees to facilitate meaningful learning and growth experiences.

Busque um mentor, ele vai te trazer clareza e te orientar a fazer os movimentos corretos para nao prejudicar sua marca pessoal e alcan?ar os objetivos esperados.

Individual Development Plans: Collaborate with executives to create personalized development plans that outline specific goals, timelines, and action steps for enhancing leadership skills. Experiential Learning: Offer opportunities for executives to gain hands-on experience through stretch assignments, special projects, or participation in leadership development workshops. Feedback and Reflection: Encourage executives to seek feedback from peers, mentors, and direct reports on their progress and to engage in regular reflection exercises to identify areas for improvement.

Never think of yourself as inferior to the company's leaders because you're an employee. A job contract is like any contract, an agreement between 2 parties equal in respect, worth, and value. Assume your role as a "partner" in the company's success and express your concerns, points of view, and opinions when there are any leadership deficiencies. Do it politely, respectfully, and clearly... Remember you can deliver any message you want in the right way. Get back to the HR, CEO, your direct supervisor, etc. whomever you can trust and is in charge or can influence decision-making. Sometimes speak directly to the leader themselves, and many of them will appreciate it because they look for honest feedback and support.

Be proactive, I would say! Stephen Covey, the author of "The 7 Habits of Highly Effective People" talks a lot about proactivity. In one of the chapters, he tackles the relationship between the leader/boss and the employees and stresses the extreme importance of being proactive. Do more than what is asked of you (in a smart way), anticipate the needs and the expectations, and exceed them... John Maxwell, confirms that leadership isn't limited by titles, but is in fact the power of influencing people around... It's winning hearts, minds, and wills. Thus leading by Example is about being proactive, and influencing people around us.

Be an asset, not an employee. This should be the essence of your personal brand in the corporate world. An employee comes to the company, works from 9 to 5, gets paid, and goes home. They might not care about the company at all. An asset invests their time, talent, and abilities in the company, fills the gaps, participates in solving problems, and makes an impact that gets them a return on investment. Paving the way for better processes, communication, customer service, and managing resources positions you as an authentic leader not waiting for any permission to act or think. This way, your personal brand will be seen as an asset to the company.

This is important to see that executive leaders are there to show a strategic path to an organization and many times, operational people are unable to gaze the decision making of executive leaders. This is important to see that many of the strategic decisions are taken on the basis of intelligence provided by the operations. In my opinion, we must help the executive leaders in taking right decision at the right time. It is important to give correct and timely feedback to the executive management and help them in changing their strategy. It is important to get ensure that we do not become prey of having any conflict with the executive management but we need to support the executive management in taking cost reflective and SMART decision.