Develop from Within - Lead the Business at Hand

There's a great statement Bill George, the former CEO of Medtronic made about CEO's and successors. He said:

'As CEOs, we don't design anything, make anything or sell anything. Our job is to create the strategies for building the business and to create the kind of positive environment that enables our employees to do these vital jobs. The only way to build lasting value in our companies is to focus on our missions, our customers and our employees.'

He continued by stating, 'We need to spend more time developing the next generation of authentic leaders within our companies. Failure to develop outstanding successors has forced far too many boards to look outside for the next chief executive...We should be developing leaders who have the character, values, wisdom and depth to lead our organizations in the future.'

Wow. That's a tall order to fill, but boy is it a true statement. Any person who has been educated, groomed, and trained in leadership should be able to do a pretty good job. However, a person who has been educated, groomed, and trained in the ways of leadership - and - who knows your organization's environment, industry, customers, employees, vision, mission, values, and goals can do things an outsider can't.

First, they don't have to waste time getting to know your industry, organization, products, employees, customers, or vendors. They can continue implementing the plan they've helped create. If they choose to modify the plan, they've got the organizational and industry knowledge to justify a quick change. They won't have to spend months trying to sell a change - they can get on with the business at hand.

Second, they don't have to waste time proving themselves to your employees, customers, vendors, or industry. They've got name and character recognition already. Now they've just got to prove their leadership capabilities as they get on with the business at hand.

Third, they don't have to learn the inner nuances of your organization, its departments, divisions, and companies. The likelihood is that the new leader has worked and led a few of them already. They've already experienced the inner workings and non-workings of your organization and know where to focus their energies as they get on with the business at hand.

And finally, they can continue to live and develop the vision, mission, and values of the organization that has brought them to this new opportunity in their life. Just as the organization helped them achieve their newfound success, they too must help others grow, learn, and develop into future leaders so they can lead the future business.

Leadership is tough - whether you know the organization or not. However, increase the odds of success for your future leaders by developing them from within when possible and if they are the right person for the job. Expose them to all areas of your business, its customers, vendors, and employees. Let them study the industry, competition, and trends. Let them live the vision, mission, value, and goals that made them and your organization what it is.

Develop them from within so they can lead the business at hand.

 
Copyright MMV Liz Weber, CMC, CSP - Weber Business Services, LLC.

Liz Suggests These Additional Articles and Resources:

1. Help Ourselves Develop Others | Podcast
2. How Managers Develop Their Employees

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Liz Weber, CMC, CSP, works with ownership, executive, and leadership teams. She specializes in strategic and succession planning, and leadership development.

 Liz is one of fewer than 100 people in the U.S. to hold both Certified Management Consultant (CMC) and Certified Speaking Professional (CSP) designations.

 Liz has authored nine leadership books including:

• Stop So You Can Get the Results You Want (4 eBook Set)
• Something Needs to Change Around Here-The Five Stages to Leveraging Your Leadership.
• Leading from the Manager's Corner