Executive Leadership Requirementsin a Hyper-Competitive World

Hosted by Grafton Consulting Group

April 5, 2011

BEESON CONSULTING, INC.

Topics to Discuss

Brief review of Conference Board Research Study Implications for senior leaders:

– Your role

– Your ongoing development

Suggestions for identifying/developing your organization’s next generation of leaders

Background on Conference Board Research Report

What are primary business/organizational challenges senior leaders must be equipped with to face in a globalizing, highly-competitive world?

What critical capabilities must senior leaders have to succeed?

What practices promote the development of future leaders with the required skills and capabilities?

The Research Thrust

Surveys and interviews with 32 large organizations, mostly global

– America and international MNCs

40 thought leaders from around the world, e.g., – Paul Evans, INSEAD

– Henry Mintzberg, McGill University

– Noel Tichy, University of Michigan

Forces Driving Change

Hyper-Competition Globalization

Financial MarketExpectations

Focus on CustomerRelationships

WorkforceDemographics

Changing OrganizationStructures

EmployeeExpectations

Technology

Implications for Senior Leaders

Continued importance of “softer” leadership skills– Vs. technical skills, industry knowledge

Four key roles1. Master strategist

2. Change leader

3. Relationship builder/network manager

4. Talent developer

Derailment Factors

Risk aversion:– Hesitancy to take necessary business/organizational

risks

Arrogance and insensitivity Overly controlling leadership style Reluctance to deal with difficult people issues Failure to manage stress/avoid burnout

Your Ongoing Development as a Leader

Two Foundation Questions:

1. As a leader– Where should I be spending my time and energy?

– How can I add the greatest value to the organization?

2. What set of skills/expertise do I need on my team– For us to accomplish our performance objectives?

– To allow me to play that value-adding role?

Suggestions for Your Personal Development

1. Build your team:– The source of your personal success– To free up “bandwidth” for high-value executive activities

2. Get out into your “marketplace”:– Customers, stakeholders, external constituencies

Hone your strategic thinking and change management skills– And find multiple sources of input for strategy and innovation

Seek periodic feedback– Especially to determine when your leadership style/approach

needs a “tune up” as strategic and organizational requirements change

Developing Your Organization’sNext Generation of Senior Leadership

Assess early and often Provide future leaders with a rich set of

experiences and assignments– For example, cross-functional/organizational;

customer contact; market-facing roles– To develop a breadth of perspective on the business

and organization Candid, constructive – but not brutal –

feedback Monitor learning ability

Q & A