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

Every leader and person is successful in their own way based on their competence level. Those who promote or hire employees without understanding their competencies and leadership strengths, end up judging them on their weaknesses. A leader might think that they are doing a wonderful job, while others might differ from that perspective. There may be an issue with clarity on what is expected, what is available (Strengths and competence), and what is deployed. Then there is an issue with alignment with corporate objectives, and the reward system. Work on those and you will find a completely different way of looking at the leadership performance and success of the organization. Engage leaders whose work detrimentally impacts the team outcomes.

Assess the Situation: Make sure you clearly understand which qualities are lacking and how they are impacting performance and outcomes. Provide Feedback: Offer constructive feedback to the executive, highlighting the specific areas where improvement is needed. Be specific and provide examples whenever possible. Offer Support: Provide resources, training, or coaching to help the executive develop the necessary skills and qualities. This could involve formal training programs, mentoring, or coaching sessions. Set Clear Expectations: Please communicate your expectations for performance and behaviour, and give regular feedback on progress. Monitor the executive's progress and be prepared to offer additional support or guidance as needed.

Assessments will not be sustainable if they do not reflect the thoughts and perspectives of both the employer and the executive. Co-designed assessments increases buy-in, clarifies goals and objectives, encourages the executive to have full agency in the development process.

First I′d ask what are the qualities they understand that are keys for success. Then ask about what the company understand about it. Once they have a clear vision on what is really needed it′s time to set a improvement plan together with their leaders!

Assess the Situation: Take a step back and objectively assess the executive's performance and the specific qualities they are lacking. Identify the areas where improvement is needed and the potential impact on the organization. Provide Feedback: If appropriate and feasible, provide constructive feedback to the executive about the areas where they are falling short. Be specific, focus on behaviors rather than personality traits, and offer suggestions for improvement. Offer Support and Resources: Offer support to help the executive develop the skills and qualities they are lacking. This could include mentoring, coaching, training programs, or access to resources such as books or workshops.

Many of my coaching clients struggle with the professional development goals that have been identified by their employers, largely because these goals lack specificity and a defined vision of success. This leaves the client feeling rudderless and insecure about their own growth. To manage this concern, we talk a great deal about working with their employer to better define the terms of success for any specific objective. What does the employer want to see exactly as evidence that this growth has been achieved?