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Is There a Crisis of Leadership?
Developing Well-Equipped Leaders (2020年7月29日)
“A typical crisis plays out . . .”
Crises are not new to our world, to our countries, or to our organizations. Real-world crises produce rapidly changing conditions and upheavals that leaders need to respond to, recover from, and thrive in for future organizational success.
An unsettling statistic from Gartner’s early 2019 survey reveals that half of organizational leaders say they aren’t well equipped to lead their organizations in the future. Put another way, with the future certain to hold some kind of change or tumult, 50% of leaders feel ill equipped to handle it.
Are we facing a situation in which we have a critical mass of current and next-generation leaders who are not well equipped to lead organizations in the future? If that is true, might the next crisis we face be a crisis of leadership?
This prompts the question:
What qualifies as a leader who is well equipped for an uncertain future?
Consciously Competent Leaders
At Wilson Learning, our view of a well-equipped leader is someone who possesses both clarity (the “know how to” of essential leadership skills) and grounding (the “know why” of the skills’ importance and impact). Those well equipped with clarity and grounding are leaders who are Consciously Competent—they are good leaders, and they understand what makes them good leaders.
As conditions change, consciously competent leaders have the ability to assess the situation and adjust or adapt as needed. This heightened leadership agility and flexibility to respond to change is urgently needed in today’s environment when priorities shift and organizations must pivot to respond and recover.
Unfortunately, most leadership development efforts are geared to develop leaders only to level 3; Unconscious Competence. That is, there is a focus on teaching new leaders the skills necessary for effective leadership (clarity), but not taking that next step to ensure grounding, appreciating the “why” of leadership. As a result, leaders are effective when conditions are normal, but when there are major disruptions or crises, these leaders fail to adapt.
What is needed are new approaches to leadership development that focus on the “what” and the “why” of leadership.
Essential Leadership Capabilities
Ultimately, preparing leaders for the uncertain and ever-changing world requires development of both Leadership Character and Essential Leadership Skills.
Developing Leadership Character
Great execution of leadership skills rings hollow to both the employee and the leader if leadership character development is overlooked.
Recent research shows that high-performing organizations focus their development of leadership character on elements like integrity, empowerment of others, nurturing others’ growth and development, and empathy. These take on even greater importance when leaders are now tasked to thrive in disruption and an uncertain future.
Essential Leadership Skills
What are the leadership skills needed today for those leading forward from a new place?
Foundational leadership skills, such as coaching others, communication skills, and performance management, need to be executed in the context of current and future remote work environments. For some leaders who traditionally manage their talent with face-to-face access, these foundational skills may need refashioning to be most effectively executed. People skills, like influencing and motivating others, are a priority as the landscape of work evolves.>
If 50% of leaders say they are well equipped to lead the organization in the future, what about the other 50%? Where do your leaders land on the “Clarity” and “Grounding” axes?
Are you providing them the extra help needed to support their growth and development to become Consciously Competent leaders, well equipped to lead your organization in the future with both strong skills and leadership character?
To learn more about how to advance leadership character throughout your organization, contact Wilson Learning.
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作者介绍
Tom Roth
Tom Roth担任Wilson Learning全球首席运营官。他负责Wilson Learning全球战略发展方向和经营业绩的运营，并带领全球的市场服务团队和研发解决方案团队。同时，他还曾担任Wilson Learning美洲区的总裁。他协助全球管理团队解决员工敬业度、领导力发展、战略调整和业务转型方面的相关问题。
Roth先生在开发和实施人力绩效提升解决方案的研究上有着超过35年的经验。他是《创建高绩效团队》的合著者，并在众多商业出版刊物上发表过文章。美国、各类国际会议和客户活动经常邀请Roth先生进行演讲。他的演讲涵盖多个方面的议题，包括领导力、员工和客户敬业度、变革和战略实施等。
Michael Leimbach
Michael Leimbach博士，担任Wilson Learning全球研究和设计副总裁。Leimbach博士拥有超过25年的专业经验，带领团队进行诊断、学习和绩效提升等方面的研究和设计。他曾带领研究销售、领导力和组织有效性；并制定了Wilson Learning的影响力评估和投资回报模型。Leimbach博士曾为多家全球公司担任研究顾问，曾在ADHR专业杂志担任主辑，并曾在ISO技术委员会TC232担任领导角色 — 制定学习服务供应商的标准。他有四本合著书籍并发表了大量的专业文章，也经常在美国和全球会议中发表演讲。
