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Transcript of Executive Leadership Requirements in a Hyper-Competitive World Hosted by Grafton Consulting Group...
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