Tag: leadership development

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4 Choices That Result in Costly Leadership Misalignment

Every minute of every day someone makes a choice that will result in costly leadership misalignment. This occurs when an organization fails to select the right person with the right leadership skillset for the right opportunity at the right time. According to Gallup, this happens 82% of the time. On the surface, that figure seems high, but it’s supported by another Gallup study that states 90% of people don’t believe the person they report to is leadership ready. This is likely because many promotions and assignments are based on functional expertise – not leadership ability or readiness. A brilliant individual contributor doesn’t automatically make a great team leader. Misaligned assignments lead to team disengagement, poor performance, and high turnover.

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3 Costly Leadership Management Pain Points Requiring Immediate Attention

U.S. companies pour over $200 billion into leadership development each year—yet only 10% see real results, according to Harvard Business Review. There are numerous reasons why, but a contributing factor is probably because most organizations focus on developing leaders… but not managing them for sustainable growth.

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What You Need Besides Leadership Skills

People spend the bulk of their careers acquiring various “leadership skills”. Unfortunately, acquiring those “skills” alone will usually not help them become a better leader. This ‘checking the boxes’ approach to leadership improvement only provides temporary success, if any, as people become complacent once they’ve achieved them, instead of working to optimize them. For ongoing, long-term improvement, leaders need a continuously improving leadership process to help them achieve their career goals. Here is some of what you need besides “leadership skills.”

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The Process of Leading: A Biotech Director’s Breakthrough

TALES FROM THE LEADERSHIP FRONT
Marcus stared out of his glass-walled office, watching his team hustle through another late night at a biotech company. As Director of Research, he was a brilliant scientist—but leading people? That was another matter. He’d spent years reading books on leadership skills—communication, delegation, motivation—but something wasn’t clicking. His team was burning out, innovation was slowing, and morale was dropping.

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Implementing a Leadership Resources Management Strategy

In the last issue of the newsletter, we explained why organizations need a non-biased, behavior-focused, strategy to actively manage their most valuable resource – leadership. We emphasized that when properly implemented, it can be:

  • the difference between keeping or losing your best leaders;
  • the difference between identifying or missing high potential hires;
  • the difference between eliminating or maintaining a toxic work environment;
  • the difference between promoting people based on leadership potential or based on prior functional success.
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Resolve to Better Manage Your Leadership Resources in 2025

Let 2025 be the year your organization actively engages in managing their most valuable resource – leadership. Organizations currently try to accomplish this through a variety of means, but most have a high potential for bias or overemphasis on outcomes versus leadership. Maybe it’s time to consider a different strategy that minimizes bias and focuses on leadership behaviors.

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