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One of the
greatest challenges facing organizations today
is the transition of leadership at the senior
management level. In an effort to infuse
organizations with diversity of thought,
experience and perspective, Boards are
increasingly selecting outside leadership.
However, this approach carries a price.
According to Jim Collin’s research for Good to
Great, 91% of CEO’s who were successful in
moving an organization from good to great came
from inside the company. By comparison,
companies who did not produce sustained results
were six times as likely to have brought in CEOs
from outside the company.
This
reality should not lead to the elimination of
the fresh perspectives, cross-pollination of
thought, creativity and experience that
outsiders bring to an organization. Rather, it
illustrates the need to create an appropriate
support system to sustain the transition of
leadership within the organization. Three
primary components will strengthen the success
of an organization during a leadership
transition:
- The
use of an advisor, without on-going ties to
the organization, who can assist the new
leader in assessing the organization;
understanding its culture and systems
- The
facilitated development of a plan
that builds on the strategic direction of
the organization and includes an agreement
between the Board and the new leader as to
roles and responsibilities
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Having a support structure that
includes individual coaching, a peer group
and customized and confidential skill
building – all of which allow for
reflection, feedback and learning without
the new leader unnecessarily exposing their
vulnerabilities and potentially undermining
their leadership.
Dovetail
Associates has created a transition leadership
package for organizations that focuses on these
three critical areas of need and thus
accelerates the transition process, increases
the effectiveness of new leaders, strengthens
organizations and increases their capacity to
fulfill their missions.
1. Understand
the Environment
1.1. Perform an organizational assessment
1.2. Analyze the organization’s finance,
operations, technology, human resource and
governance systems.
1.3. Assess the organization’s culture and the
players within it
1.4. Identify the strengths and weaknesses of
both the new leader and others within the
organization
2. Develop the
Plan
2.1. Facilitate a dialogue between the Board and
new leadership on strategic priorities
2.2. Craft an understanding between the Board
and new leadership, identifying roles and
responsibilities for the first year on how
strategic priorities will be executed and
completed
2.3. Develop a strategy that integrates the new
leader into the organizational culture
3. Support the
Leader
3.1. Provide executive coaching, reflecting on
the integration of leadership with staff, the
Board and the organization’s stakeholders
3.2. Provide a Peer Leader Support Group that
meets monthly and provides guided discussions of
challenges and successes; a forum for
discussion, reflection and feedback in a
confidential and safe environment
3.3. Deliver a confidential skills assessment
that does not compromise the leaders position
with Board or staff
3.4. Develop key indicators for success in each
performance area
3.5. Interpret financial, technological and
programmatic systems for increased understanding
by the new leader and develop an executive
dashboard for on-going monitoring of key areas
To
discuss your needs and how we can help, please
contact us.
© 2004
Dovetail Associates
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