When executives do not really lead
It's a common problem: Corporate and management complain that their executives and staffs are not performing properly. The causes are various.
Often it is like this: In a company, it is not absolutely clear who is executive with what skills. Clear guidelines on who can hire, dismiss and make important decisions are missing. Thus, it is the task of the company management to define exactly the decision and competence framework for the department managers and executives.
Leadership is a companionship of employees on the way to clear Goals
Choosing the right organizational levels also requires a clear decision by the management. When the organization is spongy, tasks are not uniquely assigned, and areas of responsibility and hierarchy levels are not clearly defined, entrepreneurs must not be surprised if managers or employees do not achieve their goals. Who does what until when are questions of the organization to be clarified, which should show up in an organizational chart, which ideally was co-developed and agreed by the employees (bottom up) and which manages the functions and decision rooms for technical questions and the entrusted team members and reflects the lived hierarchy of a company.
Many business leaders have the dilemma of not recognizing the right employee or simply are not able to develop them. As you know, people grow into their jobs. However, this requires the courage, confidence and goodwill of the management and a clear requirement profile of the manager with his hard and soft skills.
Leaderless management are a major business issue
Irrespective of the reasons - why one's own managers are not leading properly - this is a problem for the respective company's success. Not to be neglected is the aspect that it was the company's management that actually selected exactly these managers in the past. Thus, there are two options: Either they replace leaders or leave them in their positions and teach them in a practical, favourable and judicious manner, as a coach and mentor, an effective style of leadership. Promote them in-house and personal growth (flow), provide high motivation and avoid high recruitment costs and all their risks.
What to do with executives who do not lead?
The business leaders, who have exactly this problem, we therefore advise, to start with yourself and to critically question yourself, whoever claims that one's own leaders do not lead, points one finger to the executives, and the rest to himself.
Be an example, Be Clear
Whether they like it or not, managers always play a role model - similar to parents. It's about, constantly reviewing and reflecting on the requirement profiles of executives and their management.
It has been found that the leadership success in an area of responsibility ideally anonymised all-round carried out by a professional Assessments of subordinate employees are identified and documented which may include a supervisor's assessment by the team members.
In our daily practice as a business consultant and medium-sized business professionals, we often come to just this point: pampering the management of the company if we point out the reason why managers do not lead. It is up to the company management itself and shows that this is the solution to the riddle and problem. Hard but true: Leaders with weak leadership are thus leaders without leadership.