LEADERSHIP

Many leadership experts suggest that a true leader needs to empower their team. Others say that a leader needs to inspire their team. Some argue that defining the right path or why the struggle is worthwhile is the key. All of the above can be true, but as a business owner, how can you identify and coach the ability and traits of your leaders to be successful in your company. Are you are too busy putting out fires, or working in your business and not on your business.

Before we get into the process let’s look at a few key principles. First what does a motivated employee/leader want or why would they want this position? What are the growth opportunities and what will they learn, do or become over the next 5 years. Most leaders want some form of control or ability to control their own progress through the company. If they understand they will need to move into other positions within the organization, the need to hire or groom their replacement is a priority.

In order to progress they may need additional training, coaching or education to get there. Do you offer that or support the need to be coached and encouraged throughout the process? Business owners and senior leadership teams are now recognizing the huge value of utilizing a Business Coach. Understanding and evaluating your business/division on a regular basis helps you have a laser focus on what areas to concentrate on and Business Coaches provide that clarity.

Both you and your leadership team need to be synchronized in vision, alignment and execution to be successful. These concepts must be clear and without a proper business assessment you will miss key elements in your growth. Identifying the key elements that are not where they need to be will give clarity and direction. It will also provide a pathway to your leadership team, including;

- what they need to do

- when they need to do it by

- how success will be measured

Too many job descriptions provide a laundry list of requirements but miss the key success factors associated with an accomplished leader. There will be a disconnect between the Boss/Board and a new leader if the job description does not include at least 5 objectives that answer the above three questions.

The third key point is that we all need to understand why we are doing the job. This is a basic concept that companies are now realizing ……the need for a social conscience. Employees and leaders of those employees will leave for various reasons if they do not believe that what they are doing makes a difference. They need a purpose to work, other than money, and it must be genuine.

The leader needs to know where they are headed with the autonomy to take the team or company down that road. They need to master the skills, knowledge and talent to know how they will get there and finally they need the purpose to know why the journey is worthwhile.

People don’t leave companies, they leave leaders or managers. We need to connect the leaders’ talents with the skills needed for their leadership. Many companies are now using a psychometric assessment of the existing team and the new leader to clarify the fit and the areas that need coaching over the next year.

If you do it right, you will have a leader(s) that will inspire AND empower others. They will know what is expected of them and how they will be measured. Finally they will know where they are headed, why the journey is worthwhile and how they will lead you there. The final piece in the puzzle is to have a coach work with the key leader(s) to ensure clarity, and a laser focus on the goals and targets.

If you are interested in having a conversation on how to make you, your company or group the best they can be, let's chat. If you want the next year to be your best year ever, it all starts with a conversation. If you want better answers, perhaps all you need are better questions!