What do you do if your executive lacks the key qualities for success?

When an executive lacks key qualities for success, the focus should be on development, not judgment. Start by identifying the specific areas where they fall short and align these with the company’s goals. Offer targeted coaching or mentorship to help them grow in these areas. Encourage self-awareness by providing constructive feedback, showing them how their current approach might limit their potential. Most importantly, frame the conversation around opportunities for improvement, not failures. With the right support, they can develop the qualities they need to lead effectively.

You can't build a skyscraper on a shaky foundation. Start by identifying the core qualities that your executive is lacking and how these gaps impact their role and the broader team. Conduct a 360-degree feedback session to gather insights from colleagues, subordinates, and stakeholders. This helps to paint a full picture of the areas that need work. Without a clear understanding of the gaps, any further steps will be guesswork. A thorough needs assessment sets the stage for targeted development, ensuring that efforts are focused on cultivating the qualities that will have the most significant impact.

Assess strengths & weaknesses: Conduct a collaborative evaluation, involving feedback from peers, subordinates, and organizational leaders. This holistic approach helps identify gaps in the executive's skillset. Leverage existing strengths: Identify areas where the executive excels and capitalize on these strengths in the development process. This approach boosts confidence and accelerates improvement. Create a tailored plan: Design a customized development plan that addresses identified gaps and integrates the executive's strengths. The plan may include coaching sessions, workshops, or mentorship opportunities.

I would suggest three starting assessments. The Clifton Strength Finders would provide a clear picture of strengths. The Six Working Genius can present a reliable look at areas of Working Genius, Working Competencies, and Working Frustrations, which can be compared to the needs of the position. Finally, a DISC, especially the people keys /Maxwell leadership version, will provide a look at the individual's communication skills, leadership profile, and ways to work with other styles. these three assessments will give a good appraisal and direction . The final part could be an interview with potential co-workers to get a picture of "fit" in the position. If A learner and worker who looks to fits they can be taught almost anything.If not no

I think each person wants to succeed in life, sometimes there is a misalignment of values, priorities and skills. Showing encouragement and handling this with care can help the executive feel invested and valued. Before doing any assessment share constructive feedback with positives first then the gaps noticed. Develop trust and share how and in what way you can help this person upskill and work on the areas that matters most. I strongly recommend 360 assessment along with leadership coaching. This approach will have a focused outcome with a transformation in mindset and attitude.

Upon pinpointing areas for enhancement, establish clear, achievable goals with the executive. These objectives should be specific, measurable, attainable, relevant, and time-bound (SMART). Setting these goals offers a roadmap for the executive's development journey and ensures focus on essential qualities to be cultivated. Periodic check-ins to gauge progress are crucial, as they facilitate adjustments to the plan as required.

In his 'Coaching for Performance' Whitmore elaborates on goal setting in a coaching context. He spoke of milestones in visioning as Dream, End, Performance and Process goals. Each is important in a systemic and spiritual coaching manner. being successful is both a life and career goal. It may be a life goal for wealth accumulation. It may be a career goal for power. What is the Dream goal? what would success mean to the leader? A good coach would explore the client's value systems to first set a vision and then break it into meaningful chewable end goals of the client that align with what the client wants from their life and work. Only when this goal is well defined in SMART terms can it be acted upon in awareness, tracked and evidenced.

Setting goals is essential to an effective development plan. By making goals specific and measurable, the executive has a clear understanding of what they need to achieve and how to measure progress. Attainability and relevance ensure that goals are challenging but realistic and aligned with the organization’s objectives. A deadline creates a sense of urgency and provides direction for efforts. Regular check-ins are crucial to track the executive’s progress and provide constructive feedback. Adjustments can be made as needed, ensuring the plan remains relevant and effective.

If your executive lacks key qualities for success, it's essential to set clear and achievable goals to guide their development. Start by identifying the specific areas where improvement is needed and collaborate to define measurable objectives that align with their role and the organization's vision. Setting these goals provides a roadmap for progress and helps keep the executive focused and accountable. Regularly reviewing and adjusting these goals ensures continuous growth and adaptation, leading to long-term success.

Work with them to identify specific areas for improvement, then break these down into achievable steps with deadlines. Regularly check in on their progress, offering guidance and feedback to keep them focused. Setting well-defined goals helps create a roadmap for their development and ensures steady growth in the right direction.

Even the best leaders need a toolkit—are you equipping yours effectively? Equip your executive with the right resources, whether it’s access to executive coaching, leadership development programs, books, or workshops tailored to their growth needs. Remember, development isn’t one-size-fits-all. Customization is key; provide them with resources that cater to their learning style—be it visual, experiential, or auditory. Encourage them to engage with peers or mentors who can share insights and strategies. Resources should empower them to address their gaps proactively, fostering a mindset that thrives on continuous learning and adaptability.

Identify the specific skills they need to improve and offer tools like coaching, training programs, or mentorship to help them grow in those areas. Providing access to relevant resources empowers the executive to learn and improve, giving them the support they need to succeed. Regular follow-ups ensure they’re making progress and utilizing these resources effectively.

Provide them with the right resources to bridge those gaps. This could include relevant training programs, mentorship, or access to tools that support their development. Pair these resources with clear guidance on how to use them effectively, and follow up regularly to track progress. Providing the right support ensures they have what they need to grow and succeed.

Encouraging executives to engage in regular self-reflection can yield valuable insights into their leadership style and decision-making. Utilize methods such as journaling, meditative practices, or structured debriefing sessions after pivotal events to facilitate reflection. By examining their experiences and the feedback received, executives can develop a profound understanding of their behaviors, enabling them to pinpoint areas for improvement. This awareness can enhance personal effectiveness and contribute to their growth as influential and empathetic leaders.

Ask them to take time to assess their performance, identify areas for improvement, and think about how their actions align with their goals. Foster a habit of self-assessment after key decisions or projects, which can lead to deeper insights and growth. Encouraging reflection helps them become more self-aware and proactive in their development.

Prompt them to assess their leadership style and its impact on their team and outcomes. By guiding them to reflect on their strengths and areas for improvement, you help them gain self-awareness and recognize where change is needed. Encouraging this introspection creates a foundation for meaningful development and helps the executive take ownership of their progress.

Mentorship is an invaluable resource in executive development. Pairing an executive with a mentor possessing complementary qualities creates a dynamic learning opportunity. Through shared experiences, actionable guidance, and constructive feedback, the mentor serves as both a role model and an advisor. This relationship accelerates the executive's growth, providing them direct access to someone who has adeptly navigated similar challenges, empowering the individual to excel in their leadership journey.

Emphasizing adaptability in leadership is crucial in today's dynamic business landscape. Success hinges on an executive's ability to adjust to evolving situations and challenges. Encourage leaders to maintain open-mindedness, extract learnings from each experience, and be willing to alter strategies when needed. Being adaptable also entails receptiveness to feedback, transforming it into a catalyst for growth rather than viewing it as a setback. Nurture adaptable leadership and watch success unfold.

One of the most underrated competencies that leaders need to keep top of mind is developing their adaptability to meet the needs of the quick paced change that is occurring in the workplace. Statements such as "we have always done it this way" are things of the past as with the rise of technology as well as the pandemic, teams have needed to create new behaviors to be successful. Develop a growth mindset where you can consistently seek out feedback from others and use it as fuel for your further development so that you can elevate your abilities as a leader to guide your team through change.

The leader first needs to define his values towards success in life and career in establishing a vision or dream goal. Then establish end goals with performance trackers and process steps. Based on these the coach can explore with them limiting beliefs that stand in the way of the client's goals, and evoke awareness to act accountably. The best coach helps the leader clients to coach themselves. Only then can the leader manage changing situations in their Hero's Journey without dependence on the coach. Adaptability and resilience are qualities of self-esteem and confidence. A good coach would help the client reach these states of mindset by observing, listening and responding to situational requirements.

One thing l found helpful is having candid conversation to understand what's not making this person energized about the success.

Focus on developing a personalized action plan to enhance those qualities. Talent redeployment: Assess the executive's skill set and consider a different role within the organization that matches their strengths. A new position may reveal untapped potential. Peer mentorship: Connect the executive with a respected colleague who exhibits the desired qualities. This can foster a supportive environment and offer valuable insights into success-driven behaviors. Strengthen teams: Build a diverse and complementary team around the executive to balance their weaknesses with others’ strengths. This can create a powerful and effective collective unit.

Beyond the obvious lies the secret sauce of effective leadership transformation. To truly support an executive’s growth, consider integrating emotional intelligence (EQ) training, fostering cross-departmental collaboration to broaden their perspective, and promoting a culture where feedback is not just given but actively sought. Encourage them to spend time on the ground with different teams to understand diverse viewpoints. Such initiatives not only develop empathy and understanding but also create a leadership style that is both inclusive and effective. True transformation happens when the leader steps out of their comfort zone and into the shoes of those they lead.

The person's idea of success may simply not be aligned to their core values. It could be that success for them looks very different than what they think it should. Is success a bigger title? More responsibilities? Higher income? It may be that they're not lacking the qualities for success, but simply chasing the wrong type of success. As their coach, I would encourage them to explore that avenue.

I practise and coach Coacharya's Create Your Future process to help leaders find their purpose and joyful passion before they embark on their Hero's Journey to a successful work-life goal. This process has worked with hundreds of clients. At one level, this is a process of establishing a success plan as a Wheel of Life, based on one's unconscious metaphors, passion and evidenced strengths, to set SMART goals around wealth creation, position of power, relationships, health, service, learning, joyful pastimes and spiritual aspirations as they are now and what they can be in the next few years. At another level, it's about setting an aspirational vision 20 to 30 years in future and visualise as manifested reality. The Universe obliges.